Professional Documents
Culture Documents
Salary Survey 2019 South East Asia Greater China PDF
Salary Survey 2019 South East Asia Greater China PDF
People are at the heart of everything we do from the job seeker, to the hiring
manager, to those who bring them together. Our candidates and clients see us
as a trusted advisor, helping them to fulfil career aspirations and build exceptional
teams over the long-term.
Our candidates know that we’ll take the time to listen and advise them on the next
step in their career. It’s these relationships that enable us to offer our clients the
best talent on the market and that’s why they return to us again and again. We’re
also experts in the disciplines we recruit for enabling us to provide insight into
hiring and salary trends.
While our reach is global, we remain committed to providing our clients with local
market insight. We look to hire the best local talent to ensure we can offer a deep
ROBERT WALTERS, understanding of the local culture and market conditions. This sets us apart from
the competition and helps us remain a trusted recruitment partner to the world’s
CHIEF EXECUTIVE OFFICER
leading businesses.”
Robert Walters
CEO
Robert Walters plc
69%
OF OUR BUSINESS
IS FOCUSED ON
PERMANENT
RECRUITMENT, 31%
ON CONTRACT
GLOBAL REACH,
LOCAL EXPERTISE
Countries we operate in
29
WE RECRUIT
ACROSS 29
AUSTRALIA
BELGIUM
BRAZIL
CANADA
CHILE
CHINA
FRANCE
INDONESIA
IRELAND
JAPAN
LUXEMBOURG
MALAYSIA
NETHERLANDS
NEW ZEALAND
SOUTH AFRICA
SOUTH KOREA
SPAIN
SWITZERLAND
TAIWAN
THAILAND
UAE
GERMANY PHILIPPINES UK
COUNTRIES HONG KONG PORTUGAL USA
GLOBALLY INDIA SINGAPORE VIETNAM
DOWNLOAD OUR SALARY SURVEY BOOKS
To discover hiring and salary trends across the world, read our Global Trends on page 10 or
download our books covering:
• Australia & New Zealand • Japan
• Brazil • Middle East & Africa
• Canada • South Korea
• Europe • United Kingdom
• Greater China & South East Asia
Download your copy today by visiting
www.robertwalters.com/salary-survey
OUR SERVICE
investment and hiring across all sectors programmes and hiring was up across
as the business-friendly government the region.
eased employment regulations.
South East Asia experienced a buoyant
Businesses in Belgium expanded and recruitment market in 2018, with rapid
hiring in Germany and Ireland increased growth across Indonesia, Philippines,
across multiple disciplines. In Spain, Thailand and Vietnam. This was driven
we saw greater demand for bilingual by foreign direct investment and
candidates, especially for accounting the continued entry of multinational
and human resources roles. companies. In comparison, hiring in
Singapore and Malaysia was modest
The positive economic climate led and stable as companies sought fewer
to a candidate driven market in the but better-skilled professionals.
Netherlands, with candidate shortages
especially acute at the junior to mid- In Japan, local and foreign companies
level. Switzerland remained the outlier competed for bilingual candidates with
with only minimal shifts in hiring international experience, putting pressure
GILES DAUBENEY, DEPUTY volumes in 2018. on this already scarce talent pool. Overall
CHIEF EXECUTIVE OFFICER the market remained candidate driven
In the UK, employers faced candidate and this will continue in 2019.
GLOBAL OVERVIEW shortages as professionals proved
“Overall the global hiring market was reluctant to switch roles due to the Greater China experienced strong
buoyant in 2018, with most markets uncertainty surrounding Brexit. The economic growth in 2018, boosting
reporting an increase in hiring due technology industry continued to grow
to positive economic conditions and and hire aggressively.
employer confidence. Many markets
continued to face candidate shortages, Across Africa, there was a surge in With talent shortages set to
especially in relation to bilingual demand for returning professionals with continue in 2019, we advise
professionals and those with specialist international experience as businesses companies to streamline their
digital skills. sought to implement international best
recruitment processes to avoid
practice and support government
Across Europe, the recruitment market nationalisation policies. Businesses in losing out on top talent.
went from strength to strength in the Middle East also focused on hiring
2018. In France, we saw an increase in local talent in support of nationalisation
10 Robert Walters Salary Survey 2019
employer confidence and hiring activity region, there was widespread demand to avoid losing out on top talent. Hiring
across the region. for risk, compliance and legal talent. managers should also clearly articulate
the company’s mission, strategy and
The Australia and New Zealand markets Regulatory pressure in the UK and values at interview stage to differentiate
showed steady growth and modest Australia led to high demand for themselves from the competition. In
salary increases in 2018, although compliance and risk professionals and addition, for scarce skill sets, employers
pressure is growing for a long-awaited this is set to continue in 2019. are advised to hire ambitious, fast
uptick in salaries in 2019. learners, even if they are not an exact fit
In Germany and Ireland, we expect to for the job description.
KEY TRENDS see even greater demand for regulatory
Global shortage of digital skills professionals across risk, audit, Retaining staff will remain a top
The global demand for digital and compliance and legal, as the UK is priority in 2019 so, on top of paying
technology skill sets continued apace scheduled to exit the EU in 2019. competitive salaries, employers should
and shows no sign of slowing in 2019. continue to invest in learning and
Advice to employers development, benefits packages,
In Australia, digital transformation With talent shortages set to continue flexible working and employer
was prevalent across many industries in 2019, we advise companies to branding.”
leading to sustained demand for streamline their recruitment processes
development and digital specialists.
Similarly, in South East Asia,
digitalisation remained a key trend THE GLOBAL DEMAND
with cyber security, big data and AI FOR DIGITAL AND
specialists highly sought after. TECHNOLOGY SKILL
SETS CONTINUED
In San Francisco, blockchain and
cryptocurrency were growth areas, APACE AND SHOWS
and start-ups utilising machine learning NO SIGN OF SLOWING
and AI continued to attract talent as IN 2019.
candidates sought to be on the cutting
edge of technological advancements. In
Japan, roles related to data utilisation,
AI development/deployment and
infrastructure, rapidly increased across
all industries.
GreaterChinaexperiencedstrongeconomicgrowthin2018,boostingemployerconfidenceandhiringactivityacrosstheregion. 11
REGIONAL TRENDS
POLITICAL OUTLOOK
In New Zealand there was concern
that the new government may dent
business confidence, however the
recruitment market remained buoyant in
2018. As Australians head to the polling
booths in 2019, employers will hope
15
EUROPE
2019 FORECAST
Europe is expected to continue its
strong economic growth in 2019,
resulting in a favourable recruitment
market with confidence remaining high
among professionals and employers.
17
GREATER CHINA
19
JAPAN & SOUTH KOREA
27
UNITED KINGDOM
2019
The outcome of Brexit will be the key
determinant of hiring market conditions
in 2019, especially for the financial
services sector. However, despite Brexit,
there will be pockets of intense hiring
activity within financial services driven by
demand for skills such as compliance,
risk and audit. We will also continue to
see traditional finance functions hiring
at all levels as general business growth
29
LOCAL TRENDS - GREATER CHINA
& SOUTH EAST ASIA
In this section we delve deeper into the hiring and salary trends
we expect to see across our local markets in 2019.
Mainland China
2018 INSIGHT
Digital transformation has made an impact across the board in 2018. The
latest National Congress of the Communist Party of China set a key objective
of turning Mainland China into a country of innovators by developing frontier
areas of science and technology in the years up to 2050. The supportive
regulatory environment and massive consumer demand in digital technologies
had driven strong hiring of talent in areas such as e-commerce, fintech,
artificial intelligence (AI), cyber security, big data and virtual reality.
94%
OF PROFESSIONALS ARE OPEN
corporate culture, lucrative
pay, career progression
and the opportunity to give
something back to their
TO A JOB APPROACH WHEN NOT own country.
ACTIVELY LOOKING
42
TOP FOUR FACTORS DETERMINING JOB SATISFACTION
Work-life balance
62%
OF PROFESSIONALS RECEIVED A
rather than simply handle back office
work. In particular, commercial finance
analysts and business controllers were
highly sought after, as companies
With global businesses increasing
their investments and launching new
operations in Suzhou, mid to senior-level
PAY RISE OF MORE THAN 5% IN developed their finance teams to candidates with local market knowledge
2018 provide support for strategic decision and international working experience
making. At the same time, more were highly sought after. At the same
companies strengthened operational time, there was strong demand from
ACCOUNTING & FINANCE risk management by continuing local companies for international
BEIJING to recruit financial planning and business control specialists, accounting
As state-owned and local companies analysis (FP&A), internal control managers and FP&A professionals
continued to develop at a rapid pace, and auditing professionals. who could help transform finance
we saw increased hiring – especially teams and take businesses global.
in the fastest-growing sectors, In 2019, we anticipate that demand for
such as e-commerce, information accounting and finance professionals We also noticed an increasing number
technology and life sciences. This will remain high across industries, with of candidates with international
drove demand for finance directors local companies playing an increasing experience moving to neighbouring
with experience working in internet and role in driving demand. Technology, cities such as Shanghai and Hangzhou
34 Robert Walters Salary Survey 2019
for better career opportunities, leading programmes and remuneration
to candidate shortages in Suzhou. We packages. 2018 saw particularly strong
expect such trends to continue in 2019. demand for specialists in compensation
In term of salaries, job movers can and benefits, organisational efficiency,
expect to command a 10-20% salary and organisational development. In
increase, with those staying in the same order to retain the best HR talent,
role receiving increments of 5-8%. hiring managers are advised to show
candidates that HR management is
SOUTHERN CHINA a strategic rather than a supportive
Steady hiring activity was seen in function within their businesses.
2018 in accounting and finance,
particularly among technology, media SHANGHAI
and telecommunications (TMT) and The hiring market remained active in
manufacturing, as well as online-related
companies. Due to the international
focus of local companies, demand
rose for finance professionals with
2018. Many organisations underwent
business transformation, and this drove
demand for HR business partners
(HRBPs) and change managers with
61%
OF PROFESSIONALS PLAN TO
international working experience experience in talent acquisition, retention CHANGE JOBS IN THE
and fluency in English. In particular, and development, talent management, NEXT 12 MONTHS
regional finance directors that compensation and benefits, as well as
could demonstrate strong bilingual, Centre of Excellence (CoE). Meanwhile,
communication and commercial skills with technology moving rapidly towards experience but on average job movers
alongside numerical and technical the forefront of the HR agenda, HRBPs received a 20% increase in 2018;
abilities were most sought after. with strong analytical skills, such as we expect similar levels in 2019.
management information analysts,
The fast development of the Southern were in high demand as companies SUZHOU
China region has also increased sought to use HR data to take more Government policy and lower
investment and spurred demand for informed decisions and implement production costs ensured the recovery
professionals experienced in auditing, digitalisation projects such as self- of the mechanical and machinery
regulatory compliance and tax. Hiring service and e-learning platforms. industries in 2018. Manufacturers
managers face competition in attracting expanded their businesses in Suzhou,
such talent, driving salary increments As increasing numbers of Chinese driving demand for HR professionals. In
by 15-20% for in-demand profiles. companies internationalise their particular, there was strong demand for
businesses, they are moving away from mid to senior-level HR specialists with
HUMAN RESOURCES the idea of HR as a mere administrative a detailed knowledge of organisational
BEIJING and support function, and focusing structure and particular industries.
The recruitment market remained on people management skills. As a
stable in 2018, with demand highest result, there was strong demand for Large local conglomerates are also
for HR business partners and talent bilingual and culturally conversant HR opening headquarters in Jiangsu
acquisition professionals. There has candidates with international experience and have generally required HR
been an increase in competition for who could help local companies professionals with skill sets that include
talent from local companies expanding with overseas expansion projects. talent management and organisational
their businesses and, in response, development. Hiring managers are
companies are focusing more on staff HR salaries were largely dependent showing a keen awareness of the
retention by designing development on individuals’ track record and changing environment in which they
Mainland China 35
are operating and focusing on securing TECHNOLOGY for e-commerce experts specialised
quality HR professionals, as their SHANGHAI in digital transformation strategies
actions have a ripple effect on the In 2018, demand for tech talent and mobile platform experience.
quality of hiring and retention across continued apace, driven by the
all other aspects of the business. government’s ‘Internet Plus’ strategy The demand for technically strong
and the widespread use of technology candidates outstripped supply, in
We expect demand for HR and e-commerce. Big data and particular in new tech. As a result,
professionals to continue rising in data management are increasingly salaries increased as employers
2019, with employers adapting important for businesses, which are competed to secure the most desirable
recruitment processes to consider leveraging these new technologies professionals, with job movers receiving
candidates from a wider range of to grow their margins. As a result, average salary increments of 20% and
backgrounds. There was a slight year- data scientists, software architects counter-offers becoming a popular
on-year increase in remuneration in and information security professionals strategy to retain staff. While companies
2018. Those staying in their positions will all be highly sought after in hired primarily local talent, an increasing
received increments of 5-8%, while job 2019. Meanwhile, specialists were number of hiring managers are now
movers saw pay rises of around 20%. in demand in the financial services looking for overseas talent due to
We expect similar rates in 2019, with sector to manage the disruption skills shortage. In order to attract
local conglomerates able to offer job caused by emerging technologies the best candidates, employers are
movers increments as high as 25%. such as fintech and blockchain. advised to consider work-life balance
and offer a supportive as well as
Retail companies in China are innovative working environment.
moving away from conventional sales
channels and towards omni-channel SUZHOU
engagement, which is driving demand Industry 4.0 and digital technology
continued to drive hiring for tech
talent in 2018. Large transformation
projects were high on the agenda
for many companies looking to
remain competitive in an increasingly
technology-driven world. Hiring
managers, including those from start-
ups, were looking for talent in areas
such as artificial intelligence (AI), the
Internet of Things (IoT) and machine
learning. In the face of increasing
62%
OF INTERNATIONAL
competition, factories in the Jiangsu
area are investing heavily in technology
R&D, attracting experienced tech talent
from other cities such as Beijing and
PROFESSIONALS RANK Shanghai, and even enticing Chinese
CORPORATE CULTURE AS nationals to return from overseas.
THE TOP REASON THEY
ENJOY WORKING IN CHINESE On the other hand, developments
COMPANIES in driverless car technology have
led to increased demand for
CHINA
67
engines to this new industry. expect this trend to continue in 2019.
67%
with the ability to handle strategic roles market was steady in 2018, with
as manufacturing departments gradually most activity in the electrical
move away from Shanghai. Operational automotive, robotics technology
heads such as plant managers and smart manufacturing sectors,
were also in demand, as were EHS driven by growing demand for factory
professionals, as companies focused automation. The strong demand for
more on government health and safety six-sigma and lean professionals that
regulation. Job movers received average has been seen over the last few years
Of Chinese companies plan
salary rises of 20% in 2018, and this continued in 2018 as organisations
to internationalise their businesses
is expected to continue in 2019. were mindful of controlling costs
and streamlining production. in the next three years
38 Robert Walters Salary Survey 2019
With local companies pursuing further as well as the pharmaceutical and
international expansion, candidates healthcare sectors. We expect the
with international exposure, experience market to remain steady in 2019 and
of multiple industries and leadership companies will be looking for mid-
skills will be sought after, as the level key account managers, business
scope of roles widens to cover global development managers and sales
business lines. Given the scarcity of managers to help drive revenue.
such talent in Suzhou, companies Salaries are likely to remain flat in
unsurprisingly offered generous salaries 2019 and candidates will increasingly
in 2018, with high-calibre job movers look for more responsibility, training
receiving increases of 20%. We opportunities and international rotations
expect to see similar trends in 2019. when considering new positions.
60%
in 2018, and there was an ever very strong demand for e-commerce
firmer focus on quality. High-growth talent as the majority of retail brands
sectors included international sought to expand their online presence.
education, market research,
business intelligence, technology Looking ahead, we anticipate
and HR services. There was strong increasing demand for sales and
demand for commercial sales marketing professionals in the product
professionals with strong industry and digital areas as retail brands
Of professionals with international
knowledge who could oversee the continue to expand their online and
full sales cycle, as well as high- mobile operations, leading to salary working experience are open to
calibre candidates with strong increases of 10-15% for job movers. join local companies
linguistic skills, a flexible mindset We also expect local brands to offer
and the ability to adapt to the salary premiums to attract in-demand
rapidly changing environment. talent from international brands as the other hand, are looking beyond
they expand their businesses globally purely monetary factors when deciding
Hiring managers also looked – sometimes by 40% or more. their next career move; having a solid
actively for talent with experience career progression plan in place has
dealing with local companies and SUZHOU – INDUSTRIAL become increasingly important.
state-owned enterprises, a solid Increased automation and digitalisation
understanding of the local market in the manufacturing industries, including SUPPLY CHAIN &
and the ability to build strong the development of automated factories PROCUREMENT
client relationships. Professionals and robotic process automation, had SHANGHAI
staying in their positions received a marked impact on the hiring market Supply chain and procurement
a 5-10% pay increase, while job in 2018. Hiring remained active in the recruitment remained robust in
movers saw rises of around 15- automotive industry, especially among 2018, with technology playing an
20%, depending on their skill component companies looking for increasingly vital role across a wide
set and level of experience. We mid-level sales professionals with range of industries. The shift from a
expect similar trends in 2019. knowledge of new-energy vehicles. physical presence to e-commerce
drove FMCG and retail companies
At the same time, manufacturing to invest more heavily in their
companies began looking to e-commerce supply chain, warehouse
e-commerce to expand their overseas management systems and other IT
markets and facilitate cross-border software in a bid to optimise their
Bilingual candidates with transactions; we expect demand for transportation and delivery capacity.
international experience and industrial candidates with e-commerce As a result, technology-savvy
strong influencing abilities experience to be even higher in 2019. candidates with experience of FMCG,
will be key hires in 2019, and omni-channel retailing strategies and
demand for such talent will The most sought-after candidates in planning data analysis were key hires.
outstrip supply. 2019 will be those who demonstrate
strong bilingual skills, an understanding In response to the rapid expansion
of the local market and the ability to of the supply chain sector, some
think strategically. Professionals, on companies are starting to outsource
40 Robert Walters Salary Survey 2019
their supply chain teams to fourth- although organisations were more manage various vendors effectively.
party logistics (4PL) companies, willing to negotiate for top talent. We At the same time, these candidates
driving demand for strategic expect this trend to continue in 2019. are required to have bilingual skills
professionals who can communicate and an international mindset, as
effectively with these companies. In SOUTHERN CHINA – SUPPLY CHAIN & some companies are looking to
order to comply with government QUALITY source new vendors in South
requirements on ethical sourcing, The recruitment market for supply East Asia in light of changing
companies are also focusing more chain in Southern China was political and business situations.
on the provenance of their products active in 2018 due to its strategic
and recruiting corporate social location as a distribution centre Meanwhile, with Chinese brands
responsibility (CSR) managers to amid a fast-growing e-commerce gaining popularity and supported
oversee their supplier networks. industry. In order to leverage by the ‘Made in China 2025’ plan,
this opportunity, e-commerce more supply chain talent from
We expect job movers to enjoy businesses are setting up sourcing multinational firms and overseas is
increments of 15-20% in 2019, offices in Southern China, willing to work in local companies
while those staying in their roles driving demand for supply chain for better compensation and job
will receive a 6-8% increase. professionals across the board. opportunities. We expect this
trend to continue in 2019.
SUZHOU On the quality side, demand
Demand for supply chain and for experienced supplier quality
procurement professionals was high managers was high. The increase
in 2018. With the rapid development of investment in Southern China
of e-commerce, there is a huge has led to company expansion,
market for third-party logistics (3PL). driving the demand for talent to
Up-skilling the supply chain for
e-commerce has become vital for
organisations if they are to survive
in a fiercely competitive market.
HUMAN RESOURCES
ROLE PERMANENT SALARY PER ANNUM CNY (¥)
2018 2019
HR Head 1.5 - 3.0m 1.5 - 3.0m
Mainland China 43
BEIJING
SALES
HUMAN RESOURCES
ROLE PERMANENT SALARY PER ANNUM CNY (¥)
2018 2019
HR VP 1.8 - 3.0m 1.8 - 3.0m
Mainland China 45
SHANGHAI
TECHNOLOGY
PMO
ERP
Infrastructure
Development
Internet
2018 2019
Pharmaceutical
Mainland China 47
SHANGHAI
LIFE SCIENCES
2018 2019
Medical Devices
Mainland China 49
SHANGHAI
SALES & MARKETING
FMCG - Sales/E-commerce
Mainland China 51
SHANGHAI
SALES & MARKETING
Mainland China 53
SHANGHAI
SUPPLY CHAIN & PROCUREMENT
ENGINEERING
ROLE PERMANENT SALARY PER ANNUM CNY (¥)
2018 2019
Technical Director 900k - 1.3m 900k - 1.3m
Mainland China 55
SUZHOU
HUMAN RESOURCES
ERP
Infrastructure
AI
IoT
Mainland China 57
SUZHOU
LIFE SCIENCES
Mainland China 59
SUZHOU
SUPPLY CHAIN & PROCUREMENT
Mainland China 61
SOUTHERN CHINA
TECHNOLOGY
SUPPLY CHAIN
ROLE PERMANENT SALARY PER ANNUM CNY (¥)
2018 2019
Supply Chain Director 750k - 1.2m 800k - 1.3m
Mainland China 63
Hong Kong
Hong Kong enjoyed strong economic growth in 2018 with the unemployment
rate hitting a 20-year low. Strong business confidence and increased
investment have spurred demand for professionals across a wide range of
sectors, whilst an increase in candidate confidence prompted greater career
mobility.
2018 INSIGHT
Technology has undoubtedly been the biggest driver of jobs growth across
every industry sector in 2018 as businesses seek to become more efficient and
competitive. Within the financial services industry, the rapid progress of fintech and
digitalisation drove demand for talent specialised in cyber security, data analysis and
blockchain to a record high. Beyond financial services, professionals experienced
in e-commerce, artificial intelligence (AI), digital marketing, blockchain, web
development and machine learning were sought after in a range of sectors including
technology, sales and marketing, supply chain and logistics.
The recruitment market for legal and compliance professionals remained active as a
result of the changing regulatory environment and the business expansion of financial
institutions, in particular that of Chinese firms.
There was healthy growth in salaries in 2018 with an average increase of 10-20% for
job movers, with premiums paid for niche skill sets or industry-specific knowledge.
89%
OF PROFESSIONALS IN HONG KONG
hiring activity are set to
continue, with demand for
innovators and technology-
savvy professionals
ARE OPEN TO A JOB APPROACH remaining strong.
WHEN NOT ACTIVELY LOOKING
44
TOP FOUR FACTORS DETERMINING JOB SATISFACTION
In the hedge fund sector, after a strong MIDDLE & BACK OFFICE
2017 performance, many funds looked The buoyant financial market in
to expand their investment teams. 2018 prompted a slight upturn in
This drove demand for analysts with middle and back office hiring, in
four to eight years’ experience, in spite of the advances in financial
particular those with a private equity technology and the fact that many
background. We saw the demand middle and back office roles have
not only from more established funds been replaced with IT automation.
but also from a number of senior
investment professionals who set up Across finance and accounting audit,
their own funds over the past year. the demand for hiring IT auditors from
junior to senior levels continued to be
On the private banking side, large, high. Virtual banking/fintech will be
10-15%
AVERAGE SALARY RISES EXPECTED
mid-sized and boutique private
banks have all gone from strength to
strength in 2018. With the continued
growth in wealth creation in Mainland
high on the agenda in 2019, with some
major banks and insurance companies
looking to apply for licences. This will
drive hiring for finance professionals
FOR JOB MOVERS IN 2019 China, the appetite for private to support this new business line.
bankers, investment counsellors and
product specialists has been high. On both the buy-side and sell-side, client
services candidates with combined
FINANCIAL SERVICES After three years of slower operations and client-servicing skills
FRONT OFFICE market activity with conservative will be in high demand. On the risk
There were positive hiring signs compensation and bonuses, management side, hiring managers will
across investment banking with a candidates took advantage of the be seeking candidates experienced
healthy deal flow on the back of new environment and were active in operational risk, especially those
strong performance in the second in securing new opportunities in focusing on IT security risk.
half of 2017. Hiring need was most 2018. However, there was high
pronounced at senior associate competition among firms as they TECHNOLOGY – FINANCIAL SERVICES
and VP levels, with banks seeking sought to recruit many of the Fintech is currently the fastest-
candidates with the experience and same type of professionals. We growing sector in financial services,
skills to run and manage transactions. expect a similar trend in 2019. with financial institutions harnessing
66 Robert Walters Salary Survey 2019
advances in financial technology to private banking front office positions,
restructure their businesses. Significant we expect increments to reach 25%.
investment is being channelled
into digital transformation, cyber HUMAN RESOURCES
security, data analysis and blockchain Hiring volumes increased significantly
technology. 2018 saw many financial in 2018 after several years of
institutions hiring candidates with stagnation and we expect hiring
PhD qualifications and specialist skill levels to continue to rise in 2019,
sets such as blockchain technology, with economic growth spurring
big data, machine learning and AI. businesses to increase headcount and
Project managers with experience in candidates actively seeking new roles.
digital transformation programs from
start to finish are in high demand, and With the buoyant economy
can command a salary premium.
TECHNOLOGY
In 2018, technology hiring was
active, reflecting government
69%
OF TECHNOLOGY
ambitions of building a ‘smart’ city
and an innovation and technology
(I&T) hub by funding space for high-
tech businesses and promoting
PROFESSIONALS CHOOSE talent recruitment and training.
CONTRACTING FOR THE
OPPORTUNITY TO GET INTO Demand was high for specialists in
A NEW INDUSTRY infrastructure and cyber security as
companies needed to review security
INDONESIA
policy and respond to the growing Within the contract market, employers
threat of cybercrime. At the same were determined to ramp up their
SUPPLY CHAIN & LOGISTICS TOP SKILLS IN DEMAND
E-COMMERCE
time, experienced data scientists and project resources by hiring contractors
IT architects were sought after as for quicker onboarding and for easier
employers and consultancy firms wished budget management. The financial
to leverage the insights available from services industry was still the key driver
big data analysis to improve their digital of professional contractor hires for
presence and advise clients respectively. ongoing projects such as digitalisation,
systems revamps, fast payment systems Digital
There was also growth in the number and for the launch of new regulations. E-commerce
FINTECH
transformation
of hires in AI, data analytics and Mid CHANGE
to senior-level tech professionals
MANAGEMENT
machine learning. At the same time were sought to fill project management
many industries, from supply chain and roles, as were infrastructure specialists
insurance to property, have embraced such as security architects, network
blockchain tracing and distributed administrators and helpdesk specialists.
ledger technology applications to trace Developers with DevOps and Agile
assets and commodities back to their backgrounds were also required to
origins. We expect strong demand for support systems implementations. Artificial
Fintech
professionals experienced in EMERGING
these areas
TECHNOLOGY
intelligence
to continue into 2019 and beyond. While a higher salary is still the main
AUTOMATION
factor in a candidate’s acceptance of
With e-commerce expected to remain an offer, we have also found that an
a growth area, retail companies are increasing number of candidates in space. 2018 has seen multiple banks
actively recruiting e-commerce project the technology sector are beginning to add headcount, an area that has not
managers; candidates with experience consider and place more importance on seen much activity in recent years.
working with Chinese e-commerce factors such as office culture, state-of- Lawyers have also seen increasing job
companies such as Tianmao and the-art technology and stock options. opportunities to join front-office-facing,
Alibaba will be sought after. Meanwhile, transaction management type roles.
developers with a background in LEGAL
Java, C# and PHP web development FINANCIAL SERVICES – BANKING Trust and custody lawyers have
were in high demand and we foresee Global markets lawyers remain in high also been in demand as securities
this trend continuing in 2019. demand. There has been a significant services grow. The limited pool of
shortage of fresh talent in the Hong lawyers with agency-side experience
Hiring managers have struggled Kong market for several years now and has made this a competitive market.
with skills shortages as increasing firms continue to fight aggressively for For litigation and regulatory lawyers,
specialisation within the industry top performers. These global markets hiring tends to be at the senior-
has forced them to look for highly teams are supported by teams of level. There are also increasing
specific candidate profiles. We noticed negotiators and demand has now opportunities for contentious lawyers
companies, in particular start-ups, led to a war for talent in this space, to move into investigations roles.
seeking to hire non-local candidates with experienced ISDA and master
under the Immigration Arrangements agreement negotiators commanding FINANCIAL SERVICES – BUY SIDE
for Non-local Graduates (IANG) scheme multiple suitors. Chinese languages The hedge fund and private equity
in areas such as fintech, blockchain, remain essential to this profile. There space was busy in 2018, driven
big data and AI, due to the scarcity has been growth over 2018 in the by steadier mutual funds. We have
of such talent in Hong Kong. transaction and corporate banking seen various international as well as
Hong Kong 69
banking/cryptocurrency and those with markets associates from reputable
general corporate and commercial boutique or larger local firms as
experience gained in leading law firms. the war for talent in Hong Kong
With the fast-changing landscape continues. General commercial
of technology, hiring managers tend litigation and arbitration roles
to place more emphasis on the have remained steady, with some
mindset than on the technical skills. firms looking for candidates
who also have restructuring
Within the technology, media and and insolvency experience.
telecommunications (TMT) sector, Another trend is the need for
there is substantial demand for lawyers with financial services
senior lawyers with 8-15 years’ PQE regulatory litigation experience
and strong regulatory knowledge, (especially from the SFC).
particularly in the areas of licensing,
32%
GDPR and cyber security. Key Corporate TMT candidates who
players either have a strong foothold have experience in fintech are also
in Mainland China or look set to in high demand, in particular those
expand into this vast market and thus with experience relating to virtual
OF PROFESSIONALS WOULD prefer candidates with exposure to banking or cryptocurrency. On the
CHANGE JOBS FOR HIGHER SALARY the Chinese regulatory environment. insurance side, there is demand
A steady stream of new senior for senior lawyers who have solid
headcount indicates growth in the insurance regulatory experience
regional and local institutions build industry and we expect that more with Insurance Ordinance, due
their teams. A strong leadership junior lawyers will be hired in 2019. to the establishment of the new
function is required, often combining Independent Insurance Authority.
legal and compliance. We have also Other key Hong Kong markets that
seen multiple funds hiring junior-level have grown in 2018 and we expect Growth in the offshore sector
support to take on a broad role that to see further development in 2019 continues to outperform the
spans legal, compliance, company include accounting firms (the ‘Big 4’), onshore sector as both established
secretarial, governance, operations and luxury retail, construction and players and new entrants add
sometimes even investor relations. hospitality. One particular market that headcount. The majority of hiring
has seen development is professional is in the investment funds and
Other sectors that have seen activity services firms providing company corporate space. Here, the strong
include insurance, brokerage and secretarial services. There is strong preference is for Commonwealth-
private banking. The main trend competition in this space for talent. qualified lawyers, but there are
here has been that growth is opportunities for Hong Kong-
driven by regional and PRC firms, PRIVATE PRACTICE qualified lawyers to join as legal
rather than international ones. Corporate finance roles have managers. The battle for talent
tended to dominate law firm remains very strong, especially
COMMERCE & INDUSTRY recruitment in 2018. The majority amongst those with local
In 2018, we saw a surge in demand of hiring is from newly-qualified to languages who can contribute
for open-minded mid-level lawyers five years’ PQE, with fluent Chinese more to business development.
from fintech start-ups, in particular languages a key requirement. Litigation remains the secondary
those with experience in mobile Most international law firms are skill set in demand, whilst
payment, financial regulations in virtual now sourcing corporate/capital banking and finance is third.
70 Robert Walters Salary Survey 2019
compliance system to a risk-based SFC. At the same time, more traditional
compliance system and incorporating large global mutual fund managers
Banks are adopting a more stricter client due diligence systems. have shown substantial interest in
pragmatic approach by investment compliance candidates. As
embedding technology within FINANCIAL SERVICES – BUY SIDE technology solutions and automation
compliance, thus requiring Within the investment management continue to play a greater role in the
professionals with hybrid industry, the compliance hiring market investment compliance function,
expertise in data analytics, has grown steadily. One notable we would anticipate demand for
technology and compliance. trend is within the hedge fund sector, skilled professionals with investment
with many of the large multi-strategy systems expertise to remain steady.
managers and smaller long-short
funds deciding to add a compliance COMMERCE & INDUSTRY
COMPLIANCE resource at the more junior-level in There was a significant increase in
FINANCIAL SERVICES – BANKING support to the CCO, general counsel or the number of corporate compliance
The compliance recruitment market has COO. Whilst these hires ideally come appointments in 2018, as many
remained active amidst the changing from other boutique environments, in Hong Kong listed companies sought to
regulatory environment and growing most cases, given the limited number strengthen their internal contracts and
financial industry. Banks are under of compliance professionals with wanted to add a dedicated resource to
intense pressure to build a risk-based direct hedge fund experience, firms this space. Another emerging interest
compliance system that optimises have drawn these candidates from came from companies with significant
costs and, at the same time, meets the large global financial institutions. The exposure to global trade matters, who
evolving regulatory environment, such competition is coming not only from were looking for compliance candidates
as the introduction of management rival fund managers, but also from with experience in sanctions, tariffs and
accountability or Basel III and MIFID, other market participants such as import/export restrictions etc. Skills
without being fined by the regulators. compliance consultancies or even the shortages remain a challenge for hiring
64%
high volume of compliance and anti-
money-laundering (AML) recruitment.
AML advisory, transaction monitoring,
business AML and compliance OF PROFESSIONALS PLAN TO
monitoring are some of the hot areas CHANGE JOBS IN THE NEXT
for job seekers. Chinese banks are now 12 MONTHS
increasingly moving from a checkbox
managers. A positive working culture, technology and experience in digital shortages when looking for strong
good work-life balance and prospects marketing, brand management digital candidates, so securing top
for structured career progression and marketing communications to talent will be challenging. Businesses
will be key to securing top talent. continue into 2019. Such professionals will need to offer competitive salaries,
often place greater emphasis on structured career progression and
SALES & MARKETING considerations such as stock options flexible working hours to attract the
In 2018, the improving economy and and more flexible work styles, rather highest-calibre professionals.
the level of digitalisation had an impact than competitive compensation.
on demand for sales and marketing SECRETARIAL & BUSINESS
professionals. The demand for digital Outside financial services, there has SUPPORT
specialists continued throughout the been a steady demand for sales and The positive economic climate and
year, particularly for those with specific marketing professionals in the retail, widespread business expansion were
knowledge of how to improve and hospitality, real estate, technology the key factors in a busy jobs market for
develop a company’s online offering to and life sciences sectors. The positive secretarial and business support across
drive growth and increase revenue. economic situation has led to an all industries in 2018. We witnessed a
increase in business investment for healthy mix of replacement and newly
Within financial services, the demand many organisations in these sectors, created roles in all sectors, particularly
for digital and internal/corporate creating new demand for professionals with the financial services sector. The
communication candidates remained to manage marketing and sales strategy, demand for secretaries, administrative
high in 2018. There was a shortage of including marketing managers, product support, event coordinators and
marketing professionals with certain managers and key account managers. personal assistants with three to five
niche skills (such as automation and years’ experience is expected to
customisation) in financial, technology In the technology sector, company continue in 2019. At the same time,
and professional services. At the same growth triggered investments in proficiency in Mandarin has been an
time, a significant number of fintech marketing talent. Marketers with a increasingly important requirement
start-ups and payment companies are combination of social media and for secretaries and paralegals,
looking for experienced professionals established marketing management in particular for those working in
to build their marketing teams in skills were highly sought after. Chinese institutions and law firms.
order to raise their brand awareness
in Hong Kong. We expect the high In 2018, we also saw a rising demand Fintech entities establishing businesses
75
demand for talent with a background in for contract roles to support digital in Hong Kong also hired office managers
transformation projects. These contract and support professionals in 2018 but,
professionals can command higher in many cases, roles were not clearly
rates due to their specialist skills and defined. In a competitive jobs market,
project experience. There was also we advise fintech to offer clear, well-
Relationship Manager 550 - 800k 550 - 800k 700k - 1.2m 700k - 1.2m 900k - 2.4m 900k - 2.4m
Product Specialist 350 - 600k 400 - 600k 500 - 800k 600 - 900k 800k+ 800k - 2.2m
Investment Analyst 400 - 600k 400 - 600k 500 - 800k 600 - 900k 800k+ 900k - 2.2m
Client Services 300 - 500k 360 - 480k 400 - 600k 420 - 600k 500 - 800k 600 - 800k
Private Equity
Investment Professional (Global Fund) 900k - 1.2m 900k - 1.2m 1.5 - 2.0m 1.5 - 2.0m 2.0 - 2.4m 2.0 - 2.4m
Investment Professional (Regional Fund) 700 - 900k 700 - 900k 1.0 - 1.2m 1.0 - 1.2m 1.5 - 1.8m 1.5 - 1.8m
Investment Professional (Fund of Funds) 600 - 800k 600 - 800k 900k - 1.2m 900k - 1.2m 1.2 - 1.4m 1.2 - 1.4m
Investor Relations 600 - 800k 600 - 800k 900k - 1.2m 900k - 1.2m 1.4 - 1.8m 1.4 - 1.8m
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Hong Kong 75
HONG KONG
FINANCIAL SERVICES
MIDDLE & BACK OFFICE - PERMANENT
Change Management 240 - 480k 240 - 480k 480 - 850k 480 - 850k 850k - 1.5m 850k - 1.5m
Financial & Regulatory Reporting 300 - 450k 300 - 450k 500 - 750k 450 - 750k 800k - 1.6m 750k - 1.6m
Fund Accounting & Admin 156 - 420k 156 - 420k 420 - 800k 420 - 800k 900k - 1.4m 800k+
Management Reporting 300 - 450k 300 - 450k 500 - 800k 450 - 750k 800k - 1.5m 750k - 1.5m
Product Control & Valuation 216 - 450k 300 - 450k 450 - 800k 450 - 800k 800k - 1.6m 800k - 2.0m
Tax Planning & Advisory 360 - 480k 300 - 500k 480 - 800k 500 - 800k 1.0 - 1.7m 800k - 2.0m
Treasury 250 - 500k 300 - 500k 500 - 800k 500 - 800k 860k - 1.35m 800k - 2.0m
Internal Audit
Fund & Wealth Management 420 - 580k 420 - 600k 580 - 950k 600 - 960k 950k - 1.7m 960k+
IBD & Markets 450 - 600k 420 - 600k 680 - 970k 600 - 960k 970k - 1.8m 960k+
Insurance 430 - 540k 420 - 540k 600 - 950k 540 - 960k 950k - 1.6m 960k+
Information Technology 420 - 650k 450 - 660k 650 - 970k 660 - 980k 1.0 - 1.7m 980k+
Retail & Commercial Banking 400 - 550k 400 - 550k 550 - 820k 550 - 820k 820k - 1.5m 820k+
Risk Management
Counterparty Risk 350 - 500k 400 - 550k 500 - 900k 550 - 900k 900k - 1.5m 900k - 1.5m
Credit Risk 350 - 550k 400 - 550k 550 - 750k 550 - 780k 750k - 1.5m 780k - 1.5m
Market Risk 400 - 550k 400 - 600k 550 - 950k 600k - 1.0m 950k - 1.65m 1.0 - 1.8m
Operational Risk 350 - 550k 400 - 550k 550 - 780k 550 - 800k 780k - 1.4m 800k - 1.4m
Operations
Change Management 360 - 600k 360 - 600k 600 - 900k 600 - 900k 900k - 1.6m 900k - 1.6m
Client Servicing & Corporate Actions 300 - 480k 300 - 480k 480 - 650k 480 - 700k 650k - 1.2m 700k - 1.2m
Collateral Management 300 - 540k 300 - 540k 540 - 800k 540 - 800k 800k - 1.5m 800k - 1.5m
KYC/Client Onboarding 300 - 540k 300 - 540k 540 - 800k 540 - 800k 800k - 1.4m 800k - 1.4m
Trade Support & Settlement 300 - 480k 300 - 540k 480 - 800k 540 - 840k 800k - 1.3m 840k - 1.3m
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Java, C++, .NET Developer 360 - 480k 390 - 540k 600 - 840k 630 - 880k 840k - 1.4m 880k - 1.4m
UI/UX Developer 300 - 420k 350 - 450k 480 - 660k 500 - 700k 660 - 960k 720k - 1.0m
Quantitative Analyst 360 - 520k 400 - 600k 600 - 720k 620 - 750k 840k - 1.3m 840k - 1.5m
Quality Assurance/Testing 240 - 300k 280 - 350k 420 - 480k 420 - 480k 540 - 780k 540 - 780k
Application Support 300 - 420k 300 - 420k 480 - 660k 480 - 600k 660 - 960k 660 - 960k
Product Specialist (Murex, Calypso etc.) 275 - 320k 275 - 320k 480 - 600k 480 - 600k 600 - 780k 600 - 780k
Software Architect 480 - 600k 500 - 660k 660 - 840k 660 - 840k 840k - 1.4m 840k - 1.4m
Big Data Architect 300 - 420k 300 - 420k 480 - 660k 480 - 660k 720k - 1.0m 720k - 1.0m
Scrum Master & Agile Evangelist 360 - 420k 360 - 420k 540 - 720k 540 - 720k 720k - 1.0m 720k - 1.0m
Cloud & Storage 600 - 750k 600 - 750k 750k - 1.0m 750k - 1.0m 1.0 - 1.3m 1.0 - 1.3m
Helpdesk Administrator 300 - 600k 300 - 600k 360 - 480k 360 - 480k 480 - 600k 480 - 840k
Network Engineer 360 - 480k 360 - 480k 600 - 720k 600 - 720k 720 - 960k 720 - 960k
Database Administrator 420 - 800k 420 - 800k 540 - 660k 540 - 660k 660 - 800k 660 - 800k
Cyber Security 360 - 480k 300 - 480k 480 - 840k 480 - 840k 840k - 1.5m 840k - 1.5m
Technology Risk 360 - 480k 300 - 480k 480 - 840k 480 - 840k 840k - 1.5m 840k - 1.5m
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Hong Kong 77
HONG KONG
FINANCIAL SERVICES
TECHNOLOGY
Program Manager 480 - 660k 400 - 660k 480 - 850k 480 - 850k 850k - 1.8m 850k - 1.8m
Project Manager 360 - 540k 300 - 540k 560 - 850k 560 - 850k 850k - 1.3m 850k - 1.3m
Change Manager 500 - 560k 500 - 560k 560 - 850k 560 - 850k 850k - 1.5m 850k - 1.5m
PMO 550 - 620k 500 - 620k 610 - 730k 610 - 730k 730k - 1.5m 730k - 1.5m
Business Analyst 300 - 480k 300 - 480k 480 - 730k 480 - 730k 730k - 1.5m 730k - 1.5m
Project Coordinator/Analyst 190 - 360k 100 - 360k 390 - 540k 360 - 540k 550 - 800k 540 - 600k
IT - Digital Transformation
Digital Product Manager 480 - 660k 500 - 720k 660 - 840k 700k - 1.0m 850k - 1.6m 1.0 - 1.8m
Digital Project Manager 420 - 600k 450 - 660k 660 - 840k 700 - 900k 840k - 1.4m 900k - 1.5m
Customer Experience Manager 360 - 540k 380 - 600k 560 - 850k 600 - 900k 900k - 1.4m 900k - 1.5m
UX/UI Lead 360 - 540k 380 - 600k 560 - 850k 600 - 900k 900k - 1.4m 900k - 1.5m
Digital Transformation Manager 360 - 540k 380 - 600k 560 - 850k 600 - 900k 850k - 1.6m 900k - 1.8m
Lean Consultant 300 - 480k 300 - 480k 480 - 730k 480 - 730k 730k - 1.5m 730k - 1.5m
IT - Business Intelligence
Business Intelligence Analyst 360 - 480k 370 - 490k 480 - 660k 490 - 670k 600 - 780k 620 - 800k
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Financial & Regulatory Reporting 30 - 40k 30 - 40k 50 - 70k 50 - 80k 70 - 100k 70 - 100k
Fund Accounting & Admin 25 - 30k 25 - 40k 40 - 60k 50 - 80k 50 - 80k 60 - 80k
Product Control & Valuation 30 - 40k 25 - 50k 50 - 60k 50 - 60k 75 - 80k 75 - 80k
Governance
Compliance - Control Room 40 - 80k 25 - 50k 65 - 120k 60 - 120k 120 - 140k+ 120k+
Business Operations
Risk Management
Hong Kong 79
HONG KONG
HUMAN RESOURCES
Head of Compensation & Benefits 800k - 1.5m 1.0 - 1.6m 95 - 120k 95 - 120k
Training & Development Manager 480 - 700k 520 - 780k 45 - 70k 45 - 80k
Financial Services
Head of Compensation & Benefits 1.2 - 1.5m 1.2 - 1.6m 115 - 140k 115 - 140k
Training & Development Manager 600 - 900k 600 - 900k 65 - 85k 65 - 100k
Hong Kong 81
HONG KONG
ACCOUNTING & FINANCE
Finance Director (large co.) 1.4 - 2.5m 1.6 - 2.7m 81 - 111k 85 - 120k
Financial Controller - (large co.) 1.2 - 1.7m 1.2 - 1.8m 75 - 85k 78 - 88k
FP&A Manager - Business Partner 720k - 1.2m 700k - 1.2m 46 - 61k 50 - 65k
Finance Manager - Control & Reporting 600 - 900k 600 - 800k 51 - 65k 55 - 65k
Accounting Manager (GL, AP, AR) 560 - 780k 580 - 800k 40 - 50k 45 - 55k
Program Director 850k - 1.0m 900k - 1.2m 1.2 - 1.5m 1.2 - 2.2m
Infrastructure
Network Pre-sale 450 - 550k 360 - 550k 550 - 850k 550 - 850k
IT Security Pre-sale 450 - 550k 450 - 550k 550 - 900k 600k - 1.0m
IT Security Technical Specialist 450 - 650k 336 - 650k 650k - 1.2m 650k - 1.2m 1.0 - 1.5m 1.0 - 1.5m
System Administration 250 - 420k 240 - 420k 550 - 750k 550 - 750k 750 - 850k 750 - 850k
Network Administration 300 - 420k 300 - 420k 600 - 800k 600 - 800k
Telco Pre-sale 300 - 540k 300 - 540k 650k - 1.2m 650k - 1.2m
Service Delivery 300 - 540k 360 - 540k 700k - 1.2m 700k - 1.2m 1.0 - 1.2m 1.0 - 1.2m
AWS/Microsoft Azure Expert 550 - 650k 360 - 650k 650k - 1.2m 650k - 1.2m 1.2 - 1.5m 1.2 - 1.5m
Solution Architect 480 - 650k 480 - 650k 700k - 1.3m 700k - 1.3m 980k - 1.3m 1.0 - 1.3m
Projects
Business Analyst 300 - 450k 300 - 450k 450 - 600k 450 - 600k
Implementation Consultant 400 - 450k 336 - 450k 550 - 900k 550 - 900k 900k - 1.2m 900k - 1.2m
Project Manager 450 - 540k 300 - 540k 600k - 1.0m 600k - 1.0m 950k - 1.5m 950k - 1.5m
Software
Developer 240 - 360k 240 - 420k 450 - 650k 450 - 650k 750k - 1.0m 750k - 1.2m
Big Data 350 - 500k 360 - 540k 550 - 800k 550 - 800k 750k - 1.5m 800k - 1.5m
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Hong Kong 83
HONG KONG
TECHNOLOGY
CONTRACT
Business Analyst (FO Banking Systems) 40 - 55k 45 - 60k 55 - 80k 60 - 85k 80 - 120k 85 - 130k
Business Analyst (MO-BO Banking Systems) 40 - 50k 43 - 55k 50 - 70k 55 - 75k 70 - 110k 75 - 115k
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Software
Software Developer (Banking Systems) 25 - 50k 25 - 55k 50 - 75k 55 - 80k 75 - 120k 80 - 140k
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Hong Kong 85
HONG KONG
LEGAL
In-house Commerce & Industry 500k - 1.0m 500k - 1.05m 650k - 1.3m 700k - 1.4m 1.0 - 2.0m+ 1.1 - 2.0m+
In-house Financial Services 550k - 1.2m 550k - 1.25m 800k - 1.5m 800k - 1.5m 1.2 - 2.0m+ 1.4 - 2.0m+
ISDA Negotiator 300 - 600k 300 - 650k 500k - 1.0m 500k - 1.1m 800k - 1.4m 850k - 1.5m
Private Practice - US Firms 1.05 - 1.65m 1.05 - 1.8m 1.6 - 2.4m 1.6 - 2.5m 2.0 - 2.6m+ 2.2 - 2.6m+
Private Practice - International 850k - 1.4m 850k - 1.5m 1.1 - 2.1m 1.1 - 2.2m 1.5 - 2.1m+ 1.6 - 2.2m+
Paralegal 250 - 500k 250 - 500k 400 - 650k 400 - 650k 550k - 1.0m 550k - 1.0m
COMPANY SECRETARIAL
ROLE PERMANENT SALARY PER ANNUM HKD ($)
2018 2019
Group Company Secretary 1.4m+ 1.4m+
AML, Advisory/Policy 300 - 420k 340 - 450k 600 - 960k 600k - 1.0m 1.02 - 1.5m+ 1.1m+
AML, Transaction Monitoring/Surveillance/Investigations 240 - 360k 260 - 400k 540 - 780k 540 - 800k 900k - 1.2m 840k - 1.2m
Control Room 240 - 360k 300 - 430k 600 - 840k 700k - 1.0m 960k - 1.32m 1.2 - 1.5m
Compliance Testing 300 - 420k 320 - 450k 600 - 840k 650 - 900k 960k - 1.32m 1.0 - 1.5m
Regulatory Advisory 300 - 430k 350 - 450k 600 - 850k 600 - 900k 960k - 1.4m 1.0m+
Sales and Trading, Monitoring/Surveillance 300 - 420k 350 - 450k 600 - 900k 660k - 1.0m 960k - 1.44m 1.0 - 1.9m
Sales and Trading, Product Advisory (e.g. FI, Equities, IBD) 300 - 460k 350 - 500k 600 - 960k 660k - 1.0m 1.02 - 1.6m+ 1.2m+
Buy Side
Investment Compliance 240 - 420k 360 - 540k 480 - 780k 540 - 840k 840k - 1.44m 1.0m+
General Compliance 240 - 420k 240 - 420k 420 - 600k 540 - 840k 720k - 1.08m 960k - 1.4m
Private Equity (usually sole operator) 660 - 960k 690 - 960k 1.5m+ 1.4m+
Hedge Fund 420 - 600k 360 - 600k 720k - 1.08m 660k - 1.0m 1.5 - 2.4m 1.5m+
Securities/Brokerage
Securities Industry (Local/Regional) 240 - 300k 240 - 360k 300 - 600k 360 - 600k 600 - 840k 660k - 1.0m
Global Securities/Brokerage (International Firms) 336 - 420k 360 - 420k 480 - 720k 540 - 740k 960k - 1.2m 840k - 1.4m
Corporate/MNCs
Investigations (AML/Financial Crime) 420 - 660k 420 - 600k 840k - 1.08m 840k - 1.2m
Internal Controls (ABC, FCPA, AML) 300 - 480k 300 - 480k 540 - 720k 540 - 720k 780k - 1.2m 840k - 1.2m
Legal & Compliance Hybrid 300 - 600k 300 - 600k 540 - 840k 540 - 840k 840k - 1.2m 840k - 1.2m
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Hong Kong 87
HONG KONG
SALES & MARKETING
PERMANENT
Hong Kong 89
HONG KONG
S ALES & MARKETING
PERMANENT
FMCG
IT&T
Retail
Hong Kong 91
HONG KONG
SECRETARIAL & BUSINESS SUPPORT
Financial Services
Customer Service
3PL
Financial Services
Hong Kong 93
IndonesIa
2018 InsIGHT
2018 was a buoyant year of recruitment for Indonesia. With the
continued entry of multinational companies and expansion of
local businesses, significant hiring activity was observed across
most industries.
AT LEAST
20%
saLaRY RIses eXPeCTed FoR RoLes In:
Developments in
transportation infrastructure
HUMAN RESOURCES will drive continued demand
INFORMATION TECHNOLOGY for engineering expertise.
SALES & MARKETING
70
TOP FOUR FACTORS DETERMINING JOB SATISFACTION
1 Remuneration
*All statistics are drawn from Robert Walters industry research done in 2018.
Indonesia 95
OVERVIEW
91%
OF PROFESSIONALS FEEL
professionals with stable career
histories and good knowledge
of Indonesian compliance and
regulation. Competent business
financial services professionals
was steady in 2018.
78%
initiating and strengthening their and emerging technologies.
anti-money-laundering initiatives.
Notably, there was also a need Greater investment in capital markets
to fill top management positions will also produce steady demand
OF PROFESSIONALS WOULD
within wholesale banking. for skilled sales and distribution
CONSIDER A COUNTER-OFFER
professionals. However, the limited
AFTER RESIGNING FROM A ROLE
We expect significant hiring domestic talent pool may force hiring
activity in 2019 due to banking managers to search for Indonesians
mergers and reorganisation of returning from overseas and offer
company structures. Professionals premium salaries and benefits in fintech, we expect this trend to
with expertise in compliance to attract quality candidates. continue – if not accelerate – in 2019.
and process improvements will
be in demand within both the Due to the shortage of suitable talent, HUMAN RESOURCES
banking and insurance sectors. companies will be increasingly open Companies across industries actively
to hiring high-potential candidates sought to fill human resources (HR)
With the new International Financial and providing adequate training generalist and business partnering
Reporting Standards (IFRS) 17 for specific skill sets. To attract top roles in 2018. High-calibre candidates
regulation expected to come into talent, we advise hiring managers to with experience across the full HR
effect, accounting and finance accelerate the recruitment process spectrum were in high demand due
68
professionals with specialised and be prepared to offer premium
knowledge of the regulation packages, including pay-outs or
will be in demand in 2019. bonuses. Companies should also
invest in retention efforts through
Many financial institutions will be transparent communication and
strengthening automation and artificial
intelligence (AI) capabilities, leading
to strong demand for professionals
clear career progression plans.
62%
OF PROFESSIONALS HAVE TAKEN
type of infrastructure as well as the
expected level of familiarity with
relevant contracts and laws.
39
positions as a result of company trend over the last five years. This
restructuring and establishment of new trend is expected to continue in
e-commerce divisions in companies. 2019, with good talent driving
up this figure by commanding
39%
Local companies are also becoming above-market salaries.
increasingly competitive, growing
quickly and becoming highly SUPPLY CHAIN &
professional organisations vying PROCUREMENT
for top talent. This will drive strong The demand for skilled supply chain
demand for sales and marketing and procurement professionals
professionals with digital expertise, in Indonesia continued to
good communication skills outweigh supply in 2018. There
and a combination of strategic was a slowdown in the fast-moving
Of hiring managers expect to offer
and operational abilities. Local consumer goods (FMCG) market,
candidates with overseas experience with hiring activity picking up in salary increments of more than
will also be in high demand. e-commerce and distribution. 10% in 2019
Indonesia 99
candidate short market. To retain and success of Indonesia’s
quality talent, companies should play technology unicorn companies
a more proactive role in empowering competing with smaller start- Hiring managers will need
and facilitating professional and ups for top talent. to demonstrate clear career
personal development needs. development paths and
We expect robust recruitment progression at the interview
We expect marginal increases in salaries levels in 2019. Professionals with stage to attract quality talent.
for supply chain and procurement skills in data science and analytics
professionals in 2019, similar to 2018. will be in high demand, especially
those with the ability to manipulate
TECHNOLOGY & big data and predict customer options and equity schemes,
TRANSFORMATION behaviour. Software developers, will be increasingly important to
There was strong hiring activity engineers and product managers attract and retain staff within
in the tech sector in 2018, will also be in high demand. the e-commerce industry.
driven by the continued growth
of e-commerce start-ups and Hiring managers will need Salaries continued to rise in 2018
increasing digitalisation efforts. to demonstrate clear career and this is expected to continue
development paths and in 2019 as the demand for tech
This resulted in a competitive progression at the interview stage professionals outweighs supply.
and limited domestic talent pool, to attract quality talent. Long-term Salaries for skilled tech candidates
particularly due to the growth incentive plans, including share may increase by as much as 50%.
53%
OF HIRING MANAGERS
INTERVIEW FOUR OR
MORE CANDIDATES
INDONESIA
ACCOUNTING & FINANCE
Treasury
Internal Audit
Indonesia 101
INDONESIA
BANKING & FINANCIAL SERVICES
HR Business Partner 468 - 624m 468 - 624m 728 - 845m 728 - 871m 1040m+ 1040m+
Compensation & Benefits 468 - 520m 468 - 520m 637 - 754m 650 - 767m 806m+ 806m+
Training & Development 468 - 520m 468 - 520m 637 - 754m 650 - 767m 910m+ 910m+
Organisational Development 455 - 520m 455 - 520m 637 - 754m 650 - 767m 910m+ 910m+
HR Information Systems (HRIS) 390 - 494m 390 - 494m 533 - 650m 559 - 676m 806m+ 806m+
HR Business Partner 468 - 520m 468 - 520m 715 - 858m 741 - 858m 975m+ 975m+
HR Generalist 468 - 520m 468 - 520m 715 - 858m 741 - 858m 910m+ 910m+
Compensation & Benefits 364 - 494m 364 - 494m 637 - 754m 650 - 754m 728m+ 754m+
Organisational Development 364 - 494m 364 - 494m 650 - 767m 650 - 780m 858m+ 858m+
Training & Development 364 - 494m 364 - 494m 650 - 767m 650 - 780m 858m+ 858m+
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Indonesia 103
INDONESIA
LEGAL
Private Practice
Marketing
Indonesia 105
INDONESIA
SUPPLY CHAIN & PROCUREMENT
DIGITAL
ROLE PERMANENT SALARY PER ANNUM IDR (RP)
2018 2019
Head of Digital 600 - 1400m 700 - 1500m
Head of e-Commerce 500 - 1000m 600 - 1400m
Head of Product 800 - 1600m 1000 - 1800m
e-Commerce Manager 300 - 700m 400 - 800m
Product Manager 300 - 650m 350 - 850m
Partnership Manager 250 - 500m 350 - 600m
SEO Manager 200 - 350m 250 - 400m
UX/UI Manager 200 - 400m 200 - 400m
Social Media Manager 200 - 400m 200 - 400m
NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Indonesia 107
KUALA LUMPUR PENANG
Malaysia
2018 INSIGHT
In 2018, hiring activity in Malaysia was modest as many companies
adopted a cautious stance on business expansion and recruitment
due to the general elections. In the last two quarters of 2018,
companies remained watchful amid a newly-elected government
and the implementation of fiscal and regulatory policies.
20-30%
SALARY RISES EXPECTED FOR
managers should consider
candidates who may not be
immediately fit for a role and
make the effort to train them.
MOVERS IN 2019
60
TOP FOUR FACTORS DETERMINING JOB SATISFACTION
6.0
1 Remuneration
2 Work-life balance
*All statistics are drawn from Robert Walters industry research done in 2018.
Malaysia 109
OVERVIEW
82%
familiar with the new regulation job movers commanded salary
and its business implications. increases of 15-25%. Similar
increments can be expected in 2019.
OF PROFESSIONALS FEEL Candidates with experience in
CONFIDENT ABOUT JOB business partnering will continue to BANKING
OPPORTUNITIES IN THEIR be in high demand in 2019, and such There was strong demand for banking
OWN SECTOR mid-level commercially savvy finance finance, governance and operations
professionals will be in shortage. professionals in 2018. Due to more
37
transformation, as more companies to keep candidates engaged.
will be on the lookout for banking
talent with data analytics experience. In the evolving banking industry,
hiring managers should be open to
37%
In 2019, hiring managers will be hiring talent from other industries
looking for professionals competent where skill sets can be applicable
in data analytics with knowledge of and consider offering employees
Statistical Analysis System (SAS) training for transformation systems.
and market analytics tools such To retain quality talent, hiring
as Python, ‘R’ and Tableau. managers need to spend time
addressing career progression
Due to the increasing digitalisation opportunities and organisational Of professionals would not consider a
of conventional banking, banks culture at the interview stage. counter-offer after resigning from a role
Malaysia 111
Hiring activity for engineering Securing top talent will be a HUMAN RESOURCES
professionals was fairly stable in 2018 struggle in 2019 in the candidate Recruitment of human resources (HR)
as companies sought operational talent short market. To attract job movers professionals remained stable in 2018.
in the core manufacturing industries in this competitive environment, The demand for candidates was strong
within food and beverage, FMCG hiring managers should emphasise in quarter two due to bonus cycles and
and chemicals. Professionals with opportunities for internal career new budgets, and remained steady
experience in maintenance were sought mobility and make quicker hiring in the second half of the year. Some
after by expanding service providers, decisions. Beyond monetary benefits, companies looked into expanding and
while FMCG and chemical companies jobseekers will favour organisations transforming HR teams in accordance
actively filled production roles. that offer employee empowerment. with business requirements, a trend we
expect to continue in 2019. In 2018,
In 2019, engineering professionals with As potential employers are evaluated hiring activity for HR professionals
international experience and exposure based on the interview experience, within financial services slowed
to multinational companies will be in it is important for hiring managers down as companies considered
strong demand as Asian companies to set a good first impression. streamlining structures and optimising
enjoying good growth look to expand Discussing the organisation’s future costs by either replacing positions
into international markets. On top plans from a macro perspective can or assigning internal employees
of technical skill sets and industry help solidify jobseekers’ confidence to take up additional portfolios.
experience, hiring managers will be in the company’s continued growth.
on the lookout for candidates with With constant change in policies and
exemplary skills in leadership, people In 2018, successful job movers stricter guidelines set by regulatory
development and learning agility garnered rises of 20-25%. This trend bodies, we observed that candidates
during the recruitment process. is expected to continue in 2019. were less receptive towards HR
vacancies within the financial services
industry. Conversely, the rise of
shared services in Malaysia drove
demand for experienced talent.
78%
provide robust analysis of human
capital data will be in high demand.
93
and successful job movers received
salary rises of 15-20%. This trend Hiring managers will continue to
is likely to continue in 2019. seek in-house legal counsels who
are equipped with mergers and
93%
LEGAL & COMPLIANCE acquisitions or corporate commercial
The change in federal government experience, as well as compliance
resulted in a more stable professionals with business acumen
economic landscape in Malaysia and the ability to serve as effective
in 2018, and recruitment for business partners in addition
legal, corporate secretarial and to their main responsibilities.
compliance professionals remained
steady. With increased business On the other hand, hiring managers
optimism and the implementation of may face difficulties in hiring Of professionals feel up-skilling
new policies, we expect hiring activity licensed company secretaries with is essential to future-proof
to pick up for these roles in 2019. strong communication skills, as they their careers
Malaysia 113
sectors was on the rise in 2018 due high-performing consultative sales incentives such as flexible working hours
to legislative changes in the country, professionals with two to five years’ or health and wellness-related benefits.
and this trend is expected to continue experience, as companies seek to retain
in 2019. There will be strong demand them through high increments, career Professional development and training
for sales and marketing professionals acceleration plans, regional opportunities opportunities will be essential in keeping
in the mechanical and electrical (M&E), and attractive benefits. Companies quality employees engaged and relevant,
chemical coating and mechanical that are unable to match these will particularly for those with specialised
components sectors. On the flipside, struggle both to attract and to retain digital skill sets. High job satisfaction is a
companies in markets such as this category of talent. Expectations that common sentiment among professionals
infrastructure construction, steel, corporate communications professionals in this sector. Effective and constant
cement and building materials will take should possess combined expertise in communication between line managers
a cautionary approach to hiring. Hiring government affairs, media and internal and employees can effectively address
managers in industrial sectors will also be and external relations will prove to be a present and future expectations.
seeking talent with functional experience, challenge for hiring managers in 2019.
strategic mindsets and strong leadership Quality and highly sought-after
capabilities. However, they are likely to To attract talent in this market, we job movers commanded average
face challenges finding quality candidates recommend that hiring managers increments of 20-25% in 2018, a trend
with people management skills. address company culture and fit at the likely to continue in 2019. However,
very start of the recruitment process. we expect candidates to negotiate for
Hiring activity within professional services While traditional monetary and fringe higher base salaries for stability due
remained conservative in 2018 and benefits continue to be a draw, mid- to the conservative approach many
predominantly comprised replacement sized companies that are unable to companies are taking with incentives
positions. The competitive marketplace match global organisations’ packages and variable bonus structures.
is likely to result in a shortage of can consider offering alternative
B2C
Recruitment of sales and marketing
professionals was active in 2018,
particularly for mid-level managerial
positions within the FMCG sector. This
was a candidate driven market and
we saw expectations increase among
dynamic and well-rounded talent.
51%
OF PROFESSIONALS HAVE
was demand for professionals with
experience in revenue or trade spend
management and business strategy
consultancy. However, flattened
PROACTIVELY TAKEN organisational structures led to less
UP-SKILLING COURSES hiring for junior or entry-level positions
in brand and account management.
114 Robert Walters Salary Survey 2019
Hiring of sales and marketing skills in digital marketing and digital
professionals was active within solutions sales will be highly sought after.
the digital industry in 2018. There Global mobility and cross-
was strong demand for quality We recommend that hiring managers functional exposure will also
business development professionals be clear, open-minded and reasonable be attractive propositions.
adept in building awareness and with their expectations during the
revenue. There was also a need recruitment process. Hiring managers
for digital marketing talent due to will need to make quick decisions
existing companies expanding and when suitable candidates have been senior management hires. Talent with
new ones entering the market. identified, as talent is scarce in the niche technical healthcare skill sets
market. To retain quality employees, in the areas of medical or regulatory
Growing technology companies companies should offer consistent affairs and product specialists with
were open to hiring and training training and career development plans. experience covering territories beyond
employees without prior industry or Klang Valley will be in demand.
technical experience, but as Malaysia’s To keep staff engaged, hiring managers
e-commerce industry matures, can also consider cross-functional Medical affairs professionals with
companies will be seeking to bolster job rotations or regional exposure for clinical backgrounds will be highly
performance by hiring candidates junior and mid-level executives and sought after due to their strong medical
who are skilled and equipped with work-life balance or empowerment experience, deep product knowledge
industry knowledge and experience. initiatives for senior-level employees. and understanding of diseases.
We expect this to result in lengthier
hiring processes and higher salary Salary increments remained conservative Additionally, the rising needs of new
expectations in 2019 due to the in 2018, with job movers commanding hospitals established outside Klang
scarcity of such talent in the market. average pay increases of 15-20%. Valley will see an increase in demand
Salary increases are expected to for sales professionals capable of
In 2019, marketing professionals with remain similar in 2019, with the engaging key opinion leaders in these
strong profit and loss (P&L) management exception of senior-level sales and territories. However, companies may
skills will be in strong demand as marketing professionals within the find it challenging to hire nurses, trade
companies seek expertise in driving consumer sectors forecast to receive marketing managers and commercial
profit margins, cost-saving initiatives and hikes of 10-15% when moving jobs. talent with specialty care exposure
campaign execution and implementation due to shortages in niche fields.
over creativity. Sales professionals TECHNICAL HEALTHCARE
will continue to be in demand, but In 2018, hiring activity was driven by Jobseekers in this sector will
general trade sales roles will be more the influx of new generic and medical be attracted to companies that
challenging to fill due to the shortage devices distributors in Malaysia. offer clear career prospects and
of talent with niche trade knowledge. Recruitment was conservative a positive working culture that
across the pharmaceutical industry, is aligned with their core values.
We expect recruitment to remain active with the bulk of new positions in To attract and retain talent in this
and competitive across consultative junior and middle management. competitive, candidate short market,
sales, corporate communications, companies are advised to offer new
digital marketing and professional Hiring is expected to remain cautious assignments and projects to diversify
writing. Due to continued investment in 2018 due to global budgetary employees’ professional development
in digital and the increased adoption of restrictions. The demand for junior- experience. Global mobility and
technology among professional services and mid-level roles will continue to cross-functional exposure will
organisations, professionals with strong be more robust than the need for also be attractive propositions.
Malaysia 115
We expect a pick-up in hiring activity As a result, there was a surge
as the Malaysian economy continues in demand for skills in emerging
to recover in 2019. Companies will technologies such as robotics
seek key hires in business-critical process automation, big data,
functions within the supply chain such blockchain and AI. With disruptive
as procurement, logistics and planning. technologies such as blockchain
There will also be noticeable growth in and e-wallets expected to grow
the e-commerce and shared services exponentially, we believe this hiring
sector, primarily for talent with experience trend will continue in 2019. Amid
in order management and procurement. major data breach incidents across
the world and organisational cloud
In 2019, employees will be cautious migrations resulted in the need
when considering a career change due for greater security. Hence, we
to concerns about job security and the expect strong hiring demand for
57%
OF HIRING MANAGERS
overall stability of hiring organisations.
As technology continues to be
INTERVIEW FOUR OR by providing retention bonuses and a key business driver, increased
MORE CANDIDATES internal regional mobility, creating a investment in new systems
shortage of high-calibre candidates. and talent development can be
Hence, hiring managers may have expected in 2019. Hiring managers
Salaries in 2018 remained similar to be prepared to pay premiums will be looking for candidates with
to those of the previous year, with to secure quality new hires. multiple skill sets, such as DevOps
slight inflationary adjustments. and full-stack development. Agile
In 2019, quality job movers A recent Robert Walters white paper coaches and scrum masters will
are forecast to be able to seek highlighted that the lack of a clear be sought after by companies
average increments of 15-20% career progression plan is the main undergoing digital transformation
for commercial roles and 25- reason why good employees exit a and adopting agile methodologies.
30% for technical roles. business. Hence, hiring managers
should ensure progression opportunities The IT talent pool will remain
SUPPLY CHAIN, LOGISTICS & are not overlooked both to attract limited in 2019. Hiring managers
PROCUREMENT and to retain quality talent. are advised to consider candidates
Recruitment for supply chain, with transferable skills when filling
logistics and procurement There was no significant change a niche role. Flexible working
professionals was subdued in salaries in 2018 and they are arrangements and internal mobility
throughout 2018. There was a expected to remain steady in 2019. opportunities are also attractive
shift away from the traditional propositions for candidates.
FMCG market, with more key TECHNOLOGY &
hires in third-party logistics TRANSFORMATION In 2018, professionals with niche
and e-commerce industries. There was high demand for tech technical expertise were able to
Additionally, mid-level and senior professionals in 2018 as companies demand salary increments above
candidates were sought after embarked on aggressive digital the average range of 20-30%
continuously in 2018, a trend we transformation initiatives to stay relevant when changing jobs, and this is
expect to continue in 2019. and improve business processes. expected to continue in 2019.
116 Robert Walters Salary Survey 2019
PENANG to continue in 2019. This will make
recruitment unusually challenging
ACCOUNTING & FINANCE/ in an already talent short market. Some organisations’ lengthy
HUMAN RESOURCES/SALES & interview processes resulted
MARKETING We recommend that hiring managers in the loss of candidates
Hiring activity was modest across remain flexible in their criteria and in 2018.
various disciplines in 2018. For expedite the hiring process to attract
HR and sales and marketing roles, quality candidates and keep them
companies focused on filling engaged. Companies will also need
junior and mid-level positions with to acknowledge that flexible working government’s plans to introduce
replacement hires for most vacancies. hours and career development further business-friendly measures
opportunities are crucial to retain to attract potential investment
Companies sought to hire HR their best employees and consider and expansion. Top talent in
professionals with experience making these options available. engineering and supply chain
in compensation and benefits with good communication skills
and business partnering, a trend In 2018, professionals changing jobs will continue to be highly sought
expected to continue in 2019. received average hikes of 15-20%. In after in the Northern region.
Sales and marketing positions 2019, job movers with sought-after Hiring managers will continue to
in customer service and general skill sets may be able to command seek technical talent with good
product sales were in fair increments above the average. leadership competencies. They may
demand throughout the year. struggle to fill R&D positions across
ENGINEERING & functions such as mechanical
Within the finance function, hiring MANUFACTURING design, embedded software and
activity was observed across Companies focused on streamlining system development due to the
the board. Experienced finance costs and filling in-house roles on shortage of skills in the market.
specialists with specific language a needs basis in 2018. Most of the
proficiencies such as Korean, Thai hiring activity was focused on mid- We recommend that line managers
and Japanese were particularly level engineers and junior supply be involved in the recruitment
highly sought after due to the chain positions such as buyers and process right from the beginning
vibrant shared services market in planners within the manufacturing to ensure better alignment and
Penang. We expect this trend to industry. However, engineering fit between the candidates’ skills
continue in 2019, though hiring roles continued to be in strong and job scopes. Respectable
managers may struggle to find demand as Penang remained a wage increases will continue to be
quality candidates who can meet strong manufacturing hub. beneficial to attract quality talent.
these language requirements. To retain staff, hiring managers
Roles in project management, IT and are encouraged to find new hires
In 2019, hiring managers will research and development (R&D) with the right cultural fit and
continue to look for candidates were in fair demand throughout the offer existing employees career
who are not only skilled in their year. There was also an increase development opportunities.
respective functions but also in lean roles as organisations
possess good leadership and looked to minimise waste and Salary increments remained
communication skills. Some lower operational expenses. minimal in 2018, with job
organisations’ lengthy interview movers receiving increases of
processes resulted in the loss of We expect the recruitment market around 15-20%. We expect this
candidates in 2018, a trend likely to improve in 2019 due to the new trend to continue in 2019.
Malaysia 117
KUALA LUMPUR
ACCOUNTING & FINANCE
Analyst
Treasury
Treasury Sales 78 - 192k 78 - 192k 192 - 360k 192 - 360k 360k+ 360k+
Treasury Trader 78 - 192k 78 - 192k 192 - 360k 192 - 360k 360k+ 360k+
Investment Banking
Corporate Finance & mergers and acquisitions 72 - 144k 72 - 144k 144 - 264k 144 - 264k 264k+ 264k+
Debt/Equity Capital Markets 72 - 156k 72 - 156k 156 - 300k 156 - 300k 300k+ 300k+
Investment Management
Private Equity 96 - 240k 96 - 240k 240 - 360k 240 - 360k 360k+ 360k+
Fund Manager 84 - 180k 84 - 180k 180 - 300k 180 - 300k 300k+ 300k+
Research Analyst 84 - 180k 84 - 180k 180 - 300k 180 - 300k 300k+ 300k+
Premier/Priority Banking 60 - 108k 60 - 108k 108 - 180k 108 - 180k 180k+ 180k+
Wealth Management Products 60 - 108k 60 - 108k 108 - 180k 108 - 180k 240k+ 240k+
Investment Advisor 72 - 108k 72 - 108k 108 - 180k 108 - 180k 240k+ 240k+
Transaction Banking
Wholesale Banking
Corporate Banking (RM) 55 - 120k 55 - 120k 120 - 240k 120 - 240k 240k+ 240k+
SME & Commercial Banking (RM) 55 - 108k 55 - 108k 108 - 180k 108 - 180k 180k+ 180k+
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
Malaysia 119
KUALA LUMPUR
BANKING & FINANCIAL SERVICES
MIDDLE & BACK OFFICE
Project/Change Management 72 - 120k 72 - 120k 120 - 204k 120 - 204k 204k 204k
Data Analytics 60 - 120k 60 - 120k 120 - 180k 120 - 180k 180k+ 180k+
Finance
Financial & Performance Management 60 - 120k 60 - 120k 120 - 180k 120 - 180k 180k+ 180k+
Capital Balance Sheet Management 60 - 108k 60 - 108k 108 - 180k 108 - 180k 180k+ 180k+
Business Finance 60 - 102k 60 - 102k 102 - 168k 102 - 168k 168k+ 168k+
Insurance
Actuarial - Pricing & Valuation 72 - 144k 84 - 180k 144 - 204k 180 - 240k 240k+ 240k+
Internal Audit
Investment Banking/Treasury 82 - 170k 84 - 178k 170 - 210k 178 - 216k 210k+ 216k+
Credit Audit 76 - 158k 78 - 164k 158 - 220k 164 - 226k 220k+ 226k+
Branch/Corporate Services 74 - 150k 76 - 156k 150 - 208k 156 - 214k 208k+ 214k+
Risk Management
Market Risk 81 - 175k 87 - 181k 175 - 244k 181 - 249k 244k+ 249k+
Operations Risk 82 - 168k 88 - 174k 168 - 240k 174 - 246k 240k+ 246k+
Credit Risk 82 - 168k 88 - 174k 168 - 228k 174 - 234k 228k+ 234k+
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
Malaysia 121
KUALA LUMPUR
HUMAN RESOURCES
Compensation & Benefits 110 - 240k 120 - 240k 190 - 480k 240 - 480k
Talent Management 110 - 216k 120 - 240k 216 - 360k 240 - 480k
Organisation Development 108 - 204k 108 - 216k 204 - 360k 216 - 300k
Company Secretary
Compliance
Financial Services
Investment Banking - Global 60 - 108k 66 - 110k 108 - 198k 110 - 200k 198k+ 200k+
Corporate/Transaction Banking 60 - 108k 66 - 108k 108 - 198k 108 - 198k 198k+ 198k+
Private Practice
Financial Services 46 - 108k 48 - 108k 108 - 198k 108 - 180k 180k+ 180k+
Malaysia 123
KUALA LUMPUR
SALES & MARKETING
Managing Director 360 - 600k 480 - 960k 360 - 550k 360 - 550k
Country Manager/General Manager 240 - 360k 240 - 420k 240 - 360k 240 - 360k
Sales
Sales Director 300 - 504k 300 - 504k 240 - 360k 240 - 360k
Regional Sales Manager 156 - 216k 156 - 216k 120 - 192k 120 - 192k
Marketing
Marketing Director 312 - 480k 360 - 480k 240 - 360k 240 - 360k
Marketing Manager 180 - 264k 240 - 348k 120 - 180k 120 - 180k
Retail
Malaysia 125
KUALA LUMPUR
SUPPLY CHAIN, LOGISTICS & PROCUREMENT
Logistics
Management/Functional
IT Sales
Malaysia 127
PENANG
ENGINEERING & MANUFACTURING
Supply Chain
Logistics
Malaysia 129
PENANG
ACCOUNTING & FINANCE
Analyst
Sales
Marketing
Malaysia 131
Philippines
2018 INSIGHT
It was an active year of recruitment for the Philippines, amid a
relatively stable economic environment led by the influx of foreign
companies and surging local growth and demand.
30-60%
SALARY RISES EXPECTED FOR ROLES IN
with strong technical
expertise across different
industries and seek skilled
local talent.
TECHNOLOGY IN 2019
Over the past few years, we observed To attract and retain talent, hiring
companies making heavy investments managers will need to ensure that the
in training and grooming junior-level vision of the company is conveyed to
employees for mid-level to senior roles. prospective candidates right at the
In 2019, we expect these companies start of the recruitment process. While
to begin reaping the rewards of their remuneration and benefits continue to
investments, as there will be an increase be essential, companies should consider
in professionals with sought-after skill offering more attractive non-monetary
sets in the market. However, there is still incentives such as extensive medical
MONTY SUJANANI, a scarcity of top professionals with above healthcare coverage for employees
COUNTRY MANAGER, 10 years’ experience due to the relatively and their dependents from the outset.
PHILIPPINES young talent market in the Philippines. To widen the pool of available talent,
hiring managers can also avoid the
2019 EXPECTATIONS In 2019, hiring managers may encounter plug-and-play approach and be flexible
We expect strong recruitment activity challenges finding professionals with by hiring high-potential candidates
in 2019 due to a buoyant economy. strong technical skills in digital as well and training them on the job.
Companies will continue to look to as risk and compliance. Companies
hire professionals with strong technical will be looking to hire candidates Salaries for job movers will continue
expertise across different industries and with skills in artificial intelligence (AI), to grow at an average rate of
seek skilled local talent to fill more senior- machine learning, robotics, and cyber 20% in 2019. Niche roles may
level positions as the market matures. security. Senior-level HR professionals command greater increments.
70
TOP FOUR FACTORS DETERMINING JOB SATISFACTION
7.1
professionals are with
their salaries, on a scale
of 1-10 2 Work-life balance
93%
OF PROFESSIONALS FEEL
2019. For both local and multinational
firms operating in the Philippines, the
new tax regulation and the greater
prioritisation of compliance will drive
accounting and finance professionals.
In 2019, the market is expected to In the candidate driven market, hiring mindsets, strong business acumen
be impacted by the next phase of the managers looking to attract quality and capabilities in end-to-end
reform, which will include changes in HR talent will need to be transparent execution. Hiring managers will be
corporate taxes and the removal of with their objectives and communicate on the lookout for pioneers with the
specific tax incentives. We expect this career development opportunities ability to inspire and take brands
move to be an impetus for companies right from the interview stage. Career and categories to the next level.
to devise better employee retention progression conversations are just
measures by improving total rewards as important for employee retention, There will be strong demand for
and increasing employee engagement as clear training and progression talent with strategic competence to
initiatives, or to reassess manpower plans will enable staff to expand support marketing, finance and sales
needs and manage the size of their capabilities to adapt to shifting departments. Professionals who can
operations. These tax reforms will demands. Offering opportunities analyse and understand the market,
also drive strong demand for strategic to be involved in projects that will identify challenges and spot growth
compensation and benefits and impact the business will also help to opportunities will be in high demand.
organisational development experts, as keep quality employees engaged. Companies will also be looking to
companies look to safeguard operations fill strategic roles that help ensure
from a macroeconomic perspective. Job movers garnered average pay projects are cascaded through the
increases of 20-25% in 2018, a trend right channels and deliver expected
Greater investment in automation likely to continue in 2019, with additional results. However, senior-level or
and technology-driven HR processes premiums expected for candidates specialised sales and marketing talent
and operations are expected to within highly specialised HR functions. will be difficult to secure due to high
drive a demand for digitally savvy salary expectations and non-compete
HR professionals. Within learning SALES & MARKETING clauses amid a shortage of talent.
and development, practitioners As new companies enter the market
with backgrounds in gamification, with more product lines, there is a Hiring managers are advised to
design thinking and AI will continue strong demand for sales and marketing hire candidates for roles with both
to be in high demand. professionals in the Philippines. We strategic and executive functions.
observed high turnover of quality Some multinational companies make
Likewise, hiring managers will also talent in 2018 as professionals looked the mistake of training candidates
be looking for HR specialists capable for more senior roles and higher for strategic roles that do not include
of understanding the needs of compensation packages. In 2019, we implementation, leading to a lack of
organisations and conceiving tailored expect a fiercely competitive candidate a hands-on and effective approach.
measures to support and add value driven market. Companies will be
to the business. However, they may looking to hire sales and marketing In an emerging market such as the
have difficulty recruiting candidates professionals with entrepreneurial Philippines, quality talent comprises
136 Robert Walters Salary Survey 2019
candidates who have remained expansion of technology centres of technologies. Hiring managers may
in companies going through excellence in Manila drove active find that candidates will have the
transformation and change, as well as demand for tech professionals. adequate educational qualifications
professionals given opportunities to Continued decentralisation of hubs to or certifications of technical expertise
grow or stabilise new and small brands. locations beyond Metro Manila, such but lack practical experience in
While identifying talent during the as Bacolod, Bataan, Iloilo and even development and implementation.
hiring process, we recommend hiring Maguindanao, contributed to the need
managers look at the cultural fit and for skilled tech talent in the Philippines. To attract and retain quality talent in the
organisational structure of the company competitive market, hiring managers
the candidates are currently working in. Amid a stable economy and a lower are advised to provide competitive
Professionals who have spent the last unemployment rate, the sustained packages that are both aligned with
few years within a strong hierarchical uptrend in job vacancies and average industry standards and equivalent
structure will have trouble adapting salaries is expected to result in a to the niche skills candidates can
to a flat structure as they will not be robust recruitment market in 2019. bring to the business. Investment in
familiar with autonomous decision- learning and development programs is
making or end-to-end responsibilities. Continued digitalisation efforts will also key to retaining talent, especially
see companies actively looking to hire through the introduction of skills-
To retain talent, investment in learning professionals with skills in AI, robotics, based, verified programs in various
is key. Continuous training and big data analytics and cyber security. digital education platforms. Such
opportunity for internal or cross- Financial services and e-commerce initiatives can be expanded to include
functional moves within the organisation firms will continue to seek to fill higher- non-technical employees to provide
will be essential for talent retention. skilled roles that combine expertise up-skilling opportunities and potentially
in technical knowledge and big data move them into technical fields.
In 2018, companies offered attractive analytics. Robust investments in
packages in the form of high basic data centres comprising servers, In 2018, job movers commanded
annual salaries, incentive and bonus public cloud and server virtualisation average salary rises of 20%. We
schemes, allowances, sign-on bonuses will drive strong demand for cyber expect greater salary increments
and convertible reimbursement. security specialists, particularly between 30-60% in 2019.
Marketing professionals with digital with vulnerability assessment and
or e-commerce, analytics, start- penetration testing (VAPT) expertise.
up and regional or international
experience are expected to be able to Technology roles are expected to
42
command higher salaries in 2019. be equally technical and business-
oriented, a cue for professionals to
TECHNOLOGY & move towards higher-level advisory
TRANSFORMATION positions in 2019. Meanwhile, domain
42%
Recruitment of tech professionals was knowledge in manufacturing will also
candidate driven throughout 2018. be in high demand as it is a sector
As the Philippines remained at the that needs to transform significantly
forefront of housing shared services in before 2020 to save costs and
South East Asia, there was a steady maintain a competitive edge.
influx of new entrants in the information
technology (IT) services industry. With However, companies may face
Of professionals expect salary
IT being one of the most outsourced difficulty securing candidates with
functions, the establishment and technical skills in third-party platform increments of more than 10% in 2019
Philippines 137
PHILIPPINES
ACCOUNTING & FINANCE
Market Operations/Change Management 810k - 1.8m 810k - 1.8m 1.8 - 2.8m 1.9 - 3.0m 2.8 - 5.3m 3.5 - 6.5m
Market Risk/Liquidity Risk/ICAAP 950k - 1.9m 975k - 2.3m 2.3 - 3.6m 1.8 - 3.6m 3.8 - 5.5m 3.6 - 6.2m
Credit Risk 950k - 1.9m 975k - 2.3m 2.3 - 3.6m 1.8 - 3.6m 3.8 - 5.5m 3.6 - 6.2m
Operational Risk 950k - 1.9m 975k - 2.3m 2.3 - 3.6m 1.8 - 3.6m 3.8 - 5.5m 3.6 - 6.2m
Regulatory Compliance/Financial Crime/AML 850k - 1.2m 900k - 2.3m 1.2 - 2.5m 1.3 - 2.8m 2.5 - 4.0m 2.8 - 6.0m
Internal Audit 800k - 1.0m 800k - 1.6m 2.3 - 3.2m 1.6 - 3.5m 3.2 - 4.7m 3.6 - 5.0m
Product Control 850k - 1.9m 850k - 1.9m 2.3 - 3.9m 2.3 - 3.9m 4.2 - 5.8m 4.2 - 5.8m
Fund Services 850k - 1.6m 850k - 1.9m 1.5 - 3.0m 2.3 - 3.9m 3.0 - 6.5m 4.3 - 7.8m
CFO/Head of Finance 850k - 1.9m 910k - 2.1m 1.5 - 3.0m 2.3 - 3.9m 3.0 - 6.5m 5.2 - 10.5m
Front Office
Relationship Management - Sell side 750k - 1.7m 750k - 1.8m 1.7 - 2.8m 1.8 - 2.9m 2.8 - 4.7m 3.0 - 5.2m
Relationship Management - Buy side 750k - 1.7m 750k - 1.8m 1.8 - 2.9m 1.8 - 3.0m 2.8 - 4.7m 3.2 - 6.0m
Treasury 850k - 1.9m 850k - 1.9m 1.9 - 3.9m 2.0 - 4.0m 3.9 - 7.2m 4.0 - 7.2m
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
Philippines 139
PHILIPPINES
HUMAN RESOURCES
Philippines 141
PHILIPPINES
SALES & MARKETING
Projects
Development
Business Solutions
Infrastructure
Philippines 143
Singapore
2018 inSigHT
Hiring in the financial services sector, particularly on the buy side, has seen
more positive activity in Singapore than has been the case for a number
of years. On the sell side, hiring has remained consistent but careful.
Jobs are evolving to become more analytical and data driven, increasing
demand for candidates who can marry digital skills with industry
expertise to drive the business. For instance, companies sought sales
and marketing professionals who could leverage data and metrics
to generate insights about customers and their preferences.
7-15%
SaLarY riSeS eXpeCTeD For JoB
Talent with strong industry
expertise and the relevant
digital skills will remain highly
sought after.
MoVerS in 2019
59
TOP ROLES IN DEMAND IN 2019
Data scientist
UX designer
*All statistics are drawn from Robert Walters industry research done in 2018.
Singapore 145
OVERVIEW
74%
OF PROFESSIONALS FEEL
particularly larger organisations, to
act decisively when hiring. Smaller
tech firms often have a shorter
recruitment process which gives
technologies to up-skill themselves,
so hiring managers should
showcase such opportunities.
23
This will drive demand for cloud roles, we encourage employers to offer
specialists with a good understanding security by providing benefits similar
of regulations set by the Monetary to those received by permanent staff
Authority of Singapore (MAS). or a higher base salary to compensate
for any differences in benefits.
We also expect the demand for
cyber security professionals to
increase, given the global focus
Employers should also highlight
the possibility for conversion to a
23%
on data privacy, online warfare permanent role based on performance,
and the growing sophistication offer flexible working arrangements
of cyber attacks. Companies and provide completion bonuses
will also seek professionals with to encourage contractors to remain
Of professionals expect salary
experience in virtualisation, data committed throughout their contracts.
science and change management. For contractors who are on extended increments of more than 10% in 2019
Singapore 147
hire commercial analysts, financial companies to showcase opportunities for Hiring managers sought candidates who
change management professionals career development, growth, training and were able to demonstrate the ability to
in specialist markets such as tax opportunities for international mobility. act as a partner to the business to drive
compliance and advisory. decision making and business objectives.
For junior and mid-level roles, candidates
The growth in the mergers and can anticipate 10-15% pay rises when In 2019, we expect these trends to
acquisitions sector also drove demand moving jobs. Salaries are expected to continue. There will be a continued
for candidates with strong corporate rise minimally for senior-level roles due shift towards highly technical and niche
finance experience both within advisory to increased competition and fewer roles such as tax, treasury and technical
and in-house corporate finance opportunities. Candidates should accounting as many transactional
functions. Senior-level hiring, however, exercise flexibility in their expectations, finance roles have been offshored.
remained relatively modest as companies and consider the opportunity to up-skill
continued to restructure, streamline or gain exposure in other industries. The continued introduction of new
and outsource accounting functions. regulations across markets means that
Regional offices were reorganised to FINANCIAL SERVICES employers will be looking for candidates
become leaner, with greater emphasis Hiring levels for finance jobs were with a strong technical understanding
on local and group operations, relatively stable in 2018 across and familiarity of rules and regulations
resulting in fewer senior-level jobs. the financial services sector. set by MAS. The increased need for
Although we saw limited growth finance professionals to work with the
We expect these trends to continue in in headcount within investment business has also seen hiring managers
2019. The shortage of talent will mean banking finance teams, there was place greater emphasis on stakeholder
that professionals with tax compliance growth in commercial finance for engagement and management skills
and change management expertise financial/business planning and when interviewing candidates.
will remain sought after. In addition to analysis roles in insurance and
offering competitive salaries, we advise asset management organisations. To retain talent, we encourage
companies to offer up-skilling
opportunities that allow employees
to expand their skill sets. Employers
looking to hire the best talent should
keep in mind that jobseekers are
often motivated by career progression
opportunities and company culture.
The recruitment process should
kept decisive and swift so as to
ensure potential candidates remain
engaged and committed.
66%
and we expect them to remain
at similar levels in 2019.
90%
Aside from interim cover and cutting measures such as hiring
project-based roles, employers are freezes, headcount reduction and
looking to hire on contract basis to offshoring. However, talent with niche
assess a candidate’s performance skill sets remained in demand.
and cultural fit before making a
permanent commitment. This has, Hiring levels are likely to remain
in part, led to contracts lasting a positive in 2019 with a continued
longer duration of one to two years. focus on technical and commercial Of contractors feel it's important that
skill sets. We expect high their temporary role gets converted
We believe that this trend will continue demand for skilled contracting into a permanent position
into 2019 as more companies professionals. While this is partly
streamline their internal processes in response to challenging internal
or move towards a shared services situations such as headcount FRONT OFFICE SUPPORT
model where additional support is limitations, organisations are also The private equity, asset management
required within the finance team. recognising the benefits of a flexible and fund management markets saw
workforce given the shortage of improved performance. This drove
This could mean that employers skilled talent in certain areas. strong demand for investment and
will be looking to hire contractors or research analysts in 2018, which
interim employees for finance business Overall, candidates can expect we expect to continue into 2019.
partnering, business/strategic analysis, average salary increments of 10‑20%
finance project management and cost/ when moving jobs. Candidates With institutional footprints being moved
revenue accounting roles. However, with in-demand skill sets may be largely to Hong Kong, demand for
companies may find it challenging able to negotiate higher salaries. traditional front office roles has declined.
to secure talented candidates with The focus has instead moved to private
niche skill sets on a contract basis. OPERATIONS client/banking and wealth management,
In 2018, hiring for operations roles resulting in greater demand for
Employers are encouraged to consider in the financial services sector relationship managers and assistants.
offering a higher salary package and was fairly stable. Trade finance
extend similar benefits as those given professionals in corporate banking COMPLIANCE
to permanent employees to attract were in high demand as commodity In 2018, there was greater traction
top accounting and finance talent trading and commodity trade finance for advisory, assurance, review and
for contract and interim roles. grew. Given trade finance roles testing roles, particularly within financial
are restricted to Singaporeans, we crime compliance. The General
FINANCIAL SERVICES anticipate the shortage of skilled Data Protection Regulation (GDPR)
We saw positive activity on talent to continue into 2019. implementation by the European
the buy side of the market, as Union (EU) saw more companies
companies sought to strengthen In addition to offering competitive hiring compliance professionals
their financial and business packages, we advise hiring managers with data protection expertise.
planning capabilities. to consider candidates who may
not have all the required skills or These trends look set to continue
Insurance companies look set experience, but who demonstrate in 2019 as regulations continue to
to increase hiring in the coming the potential to learn quickly. evolve. In particular, professionals with
Singapore 149
knowledge of product compliance and HUMAN RESOURCES Additionally, Western multinational
tax compliance will be in demand. The market saw increased hiring companies (MNCs) may need to
activity in 2018, particularly in the review their compensation and benefits
Salaries were stable in 2018 and technology and professional services packages and overall employee value
we expect them to remain stable sectors. Businesses looked to up-skill proposition to avoid losing top talent to
in 2019, with higher increments for their HR teams, training them to move aggressively-hiring Asian businesses.
job movers with niche skill sets. into the role of a business partner.
As such, mid-level professionals Retaining talent will require employers
RISK were in demand, while hiring at the to provide genuine progression in
In 2018, the hiring market for risk executive level was relatively modest. terms of experience and exposure.
professionals was modest due to Additionally, the best talent will
increased hiring in the previous two Fast-growing businesses want to know how their role
years. However, we still saw demand for headquartered in Asia, particularly contributes to the larger business.
mid-level and senior professionals who online and technology companies,
can work together with the business recruited aggressively, offering Salaries in 2018 remained stagnant
and act as its first line of defence. attractive remuneration packages with relatively conservative
Demand for credit risk and analysis and career development pay increments. In 2019, HR
and technology risk professionals is opportunities. In 2019, we expect professionals can expect their pay
expected to remain strong in 2019. these trends to continue. to increase with promotion and
development or when moving jobs.
Candidates received year-on-year Hiring managers will seek innovative
salary increments of 3-5% and this HR professionals who can relate CONTRACT
will be expected to continue in 2019. business objectives to people We saw an increase in demand
strategies. Individuals who challenge for experienced talent acquisition
organisational norms to create professionals to handle volume
effective HR policies and initiatives hiring in 2018. HR generalist
that benefit both employees and professionals with hybrid skill sets,
the business will be in demand. specifically payroll experience,
Additionally, candidates with were also in particular demand.
strong experience in the latest HR
technologies will be favoured. The demand for short-term contractors
was driven by the growth of start-ups in
For the technology sector, it will Singapore, many of which were looking
be challenging to hire good talent for help to manage internal hiring during
acquisition professionals as such peak periods. Larger organisations
roles require candidates to have also continued to hire experienced
strong technical understanding. HR project and change management
41%
professionals to drive transformation
To secure talented HR professionals, and implementations. We expect
companies need to promote more these trends to continue into 2019.
OF PROFESSIONALS CITED than the pay package. Top candidates
CAREER PROGRESSION AS will want to know about learning Hiring immediately available candidates
THE TOP REASON FOR opportunities, development, rotation will continue to be a challenge,
CHANGING JOBS opportunities, companies’ missions, although the contracting market in
values and working environments. Singapore has matured in recent years.
150 Robert Walters Salary Survey 2019
We encourage companies to offer services market in Greater China
contractors similar benefits to those and Chinese institutions setting
offered to full-time employees. up a presence in Singapore. We will continue to
Contractors will also look for welcoming see MNCs set up new
environments that do not segregate Regulatory changes also required functions in Singapore
them from permanent staff. Offering organisations to equip their to handle legal issues for
completion bonuses will go a long way businesses with regulatory and South East Asia.
towards ensuring better retention. compliance lawyers. In particular,
there is a shortage of mid-level
LEGAL talent with experience advising
In 2018, we saw a growing need for on International Swaps and place to operate within Singapore’s
lawyers specialising in technology Derivatives Association (ISDA) heavily regulated environment,
as more companies adopted cloud documentation. We also saw MNCs are looking to consolidate
technology and strengthened their organisations turn to contractors their legal operations. This will
cyber security. The GDPR passed in to help handle the increase in involve building a more professional
May also drove demand for lawyers volume of negotiations while waiting compliance function with a stringent
with data protection expertise. for headcount to be freed up. compliance program specific to the
various markets in the region.
Strong demand for these legal Salaries in 2019 will remain
specialists is set to continue in 2019. relatively stable, with a maximum We also expect to see lawyers with
Hiring managers will continue to face average salary increment of 15% expertise in intellectual property
difficulties finding Singapore-qualified anticipated when moving jobs. rights and counterfeiting to remain in
lawyers who have international high demand as Singapore provides
and cross-border expertise in COMMERCE some of the most robust protection
specialised fields, such as derivatives, High confidence in the growth for intellectual property within the
technology law and blockchain. potential of the Asia Pacific market region. Even as organisations move
drove the number of newly created their manufacturing operations
We encourage hiring managers legal positions in Singapore. overseas, most will keep their R&D
to communicate with their HR efforts in Singapore to protect
business partners and recruitment We will continue to see MNCs set their brand and investments.
10
partners regularly to stay updated up new functions in Singapore to
on the recruitment market in order handle legal issues for South East
to secure the talent they need. Asia. These were previously handled
at group or greater regional level, but
FINANCIAL SERVICES as companies expand their footprints,
Overall, the recruitment market was
relatively modest in 2018. However,
we saw a spike in demand for
they have found it increasingly
necessary to have a team that
can handle issues and challenges
10%
derivatives and structure product specific to South East Asia.
lawyers in investment banking.
Organisations in the healthcare
Lawyers who speak Mandarin sector will continue to build their
and have experience working in legal and compliance teams. Of hiring managers expect to offer
China were in high demand due Although many already have a salary increments of more than
to the growth of the financial basic compliance framework in 10% in 2019
Singapore 151
Companies will also be looking for continue their digitalisation efforts in The industrial space will continue
experienced lawyers to assume the 2019, there will be increasing demand to see an injection of talent and
role of a strategic business partner. for sales and marketing professionals resources within marketing and
with big data, digital, e-commerce internal communications as
Senior lawyers moving jobs can and transformation experience. organisations introduce more
expect salary increments of up to employee retention initiatives.
15%. There is a slight oversupply Hiring managers are also expected to
of junior lawyers, which has led struggle to secure sales professionals The government’s continued push to
some to taking salary cuts when who have strong prospecting abilities, recruit local talent will see competition
looking for their first in-house role. due to high demand for such talent. for Singaporeans and permanent
We expect the same in 2019. residents remain strong. Versatile
Given the saturated market, sales and marketing professionals with
SALES & MARKETING pharmaceutical and medical devices skill sets bridging multiple functions
Recruitment levels remained healthy companies are looking for sales and will continue to be in high demand.
across the fast-moving consumer marketing professionals who are able
goods (FMCG), healthcare, to go beyond traditional sales, business We encourage hiring managers to
industrial, professional services, development and marketing to help be open with candidates throughout
retail and travel sectors in 2018. their business stand out from the the recruitment process, sharing
competition. Candidates with multiple feedback and expected timelines.
Digital marketing professionals were in skill sets, particularly in consulting, digital To attract and retain the best
high demand across all sectors, with marketing and project management, candidates, hiring managers should
new roles created due to changing will be highly sought after but expensive showcase opportunities for exposure,
consumer habits. As companies due to the shortage of such talent. learning and career development.
90%
OF PROFESSIONALS FEEL
UP‑SKILLING IS ESSENTIAL TO
FUTURE-PROOF THEIR CAREERS
Singapore 155
SINGAPORE
TECHNOLOGY & TRANSFORMATION
FINANCIAL SERVICES
Audit
Treasury
Singapore 157
SINGAPORE
FINANCIAL SERVICES
ACCOUNTING & PRODUCT CONTROL
Financial Reporting 50 - 90k 50 - 90k 90 - 140k 90 - 140k 140 - 250k+ 140 - 250k+
Regulatory Reporting 50 - 90k 50 - 90k 90 - 140k 90 - 140k 140 - 250k+ 140 - 250k+
Tax Accounting 50 - 80k 50 - 80k 80 - 150k 80 - 150k 150 - 240k+ 150 - 240k+
Management Reporting
MIS Reporting 50 - 90k 50 - 90k 90 - 120k 90 - 120k 120 - 220k+ 120 - 220k+
Strategic Planning & Analysis 50 - 90k 50 - 90k 90 - 140k 90 - 140k 140 - 300k+ 140 - 300k+
Revenue & Cost Reporting 50 - 80k 50 - 80k 80 - 130k 80 - 130k 130 - 240k+ 130 - 240k+
Product Control 50 - 80k 50 - 80k 80 - 130k 80 - 130k 130 - 250k+ 130 - 250k+
Valuations Control 50 - 80k 50 - 80k 90 - 140k 90 - 140k 140 - 300k+ 140 - 300k+
Internal Audit
Global Markets/Investment Banking 50 - 80k 50 - 80k 80 - 160k 80 - 160k 160 - 350k+ 160 - 350k+
Wealth/Fund Management 45 - 80k 45 - 80k 80 - 160k 80 - 160k 160 - 350k+ 160 - 350k+
Corporate/Transaction Banking 45 - 75k 45 - 75k 75 - 150k 75 - 150k 150 - 330k+ 150 - 330k+
Consumer/Retail Banking 40 - 70k 40 - 70k 70 - 130k 70 - 130k 130 - 280k+ 130 - 280k+
NB: Figures are basic salaries and exclude employer’s CPF contribution.
AML/Financial Crime 50 - 90k 50 - 90k 90 - 180k 90 - 180k 180 - 350k+ 180 - 350k+
Private Banking 50 - 90k 50 - 90k 90 - 170k 90 - 170k 170 - 350k+ 170 - 350k+
Investment/Fund Management 50 - 80k 50 - 80k 80 - 160k 80 - 160k 160 - 320k+ 160 - 320k+
Control Room/Trade Surveillance 50 - 90k 50 - 90k 90 - 160k 90 - 160k 160 - 300k+ 160 - 300k+
Compliance Advisory/Research 50 - 90k 50 - 90k 90 - 180k 90 - 180k 180 - 350k+ 180 - 350k+
Corporate/Transaction Banking 45 - 90k 45 - 90k 90 - 170k 90 - 170k 170 - 320k+ 170 - 320k+
Investment Banking/Global Markets 50 - 90k 50 - 90k 90 - 170k 90 - 170k 170 - 350k+ 170 - 350k+
Consumer/Retail Banking 45 - 75k 45 - 75k 75 - 140k 75 - 140k 140 - 300k+ 140 - 300k+
General/Core Compliance 50 - 75k 50 - 75k 75 - 150k 75 - 150k 150 - 320k+ 150 - 320k+
NB: Figures are basic salaries and exclude employer’s CPF contribution.
FINANCIAL SERVICES
FINANCE (CONTRACT)
ROLE CONTRACT SALARY PER MONTH SGD ($)
ANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR
2018 2019 2018 2019 2018 2019
Financial Reporting 5 - 7k 5 - 7k 8 - 12k 5 - 7k 13 - 20k+ 5 - 7k
Business Analysis (Finance/Reg Change) 6 - 7.5k 6 - 7.5k 8 - 12k 6 - 7.5k 13 - 22k+ 6 - 7.5k
NB: Figures are basic salaries and exclude employer’s CPF contribution.
Singapore 159
SINGAPORE
FINANCIAL SERVICES
OPERATIONS (PERMANENT)
Client Onboarding/KYC/AML 60 - 105k 65 - 110k 105 - 160k 110 - 160k 161 - 320k+ 161 - 320k+
Data Specialist 60 - 105k 60 - 105k 105 - 160k 105 - 160k 150 - 300k+ 150 - 300k+
Private Banking 60 - 105k 60 - 105k 100 - 150k 100 - 150k 161 - 300k+ 161 - 300k+
Fund Management/Custody 65 - 105k 65 - 105k 100 - 150k 100 - 150k 150 - 280k+ 150 - 280k+
Client Services 55 - 95k 55 - 95k 100 - 150k 100 - 150k 150 - 280k+ 150 - 280k+
Collateral Management 55 - 95k 55 - 95k 100 - 150k 100 - 150k 150 - 280k+ 150 - 280k+
Corporate/Transactional 50 - 95k 50 - 95k 100 - 150k 100 - 150k 140 - 280k+ 140 - 280k+
Trade Support 55 - 95k 55 - 95k 100 - 150k 100 - 150k 150 - 280k+ 150 - 280k+
Commodities 50 - 95k 50 - 95k 100 - 150k 100 - 150k 130 - 200k+ 130 - 200k+
Investment Banking 55 - 95k 55 - 95k 100 - 150k 100 - 150k 140 - 280k+ 140 - 280k+
Securities/Broking 55 - 95k 55 - 95k 100 - 150k 100 - 150k 130 - 250k+ 130 - 250k+
Trade Finance 48 - 72k 48 - 72k 72 - 96k 72 - 96k 120 - 180k 120 - 180k
NB: Figures are basic salaries and exclude employer’s CPF contribution
FINANCIAL SERVICES
FRONT OFFICE SUPPORT
ROLE PERMANENT SALARY PER ANNUM SGD ($)
ANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR
2018 2019 2018 2019 2018 2019
Transaction Banking Global Markets (Sales) 110 - 130k 110 - 130k 150 - 200k 150 - 200k 200 - 330k 200 - 330k
Corporate Banking (ARM) 60 - 100k 60 - 100k 105 - 160k 105 - 160k 160 - 300k 160 - 300k
Investment Research 60 - 90k 60 - 90k 90 - 130k 90 - 130k 130 - 200k 130 - 200k
Institutional Sales Support 84 - 100k 84 - 100k 110 - 120k 110 - 120k 120 - 200k 120 - 200k
Client Services 55 - 95k 55 - 95k 100 - 150k 100 - 150k 150 - 280k 150 - 280k
NB: Figures are basic salaries and exclude employer’s CPF contribution
Singapore 161
SINGAPORE
FINANCIAL SERVICES
RISK
Structured Trade/Commodity Finance 80 - 140k 80 - 140k 140 - 200k 140 - 200k 220k+ 220k+
Wholesale/Investment Banking 80 - 140k 80 - 140k 140 - 200k 140 - 200k 200k+ 200k+
Portfolio Risk & Analytics 70 - 140k 70 - 140k 130 - 200k 130 - 200k 200k+ 200k+
Private Banking 70 - 130k 70 - 130k 120 - 200k 120 - 200k 200k+ 200k+
Market Risk
Asset Management/Investment Risk 70 - 120k 70 - 120k 120 - 180k 120 - 180k 180k+ 180k+
Commodities Risk 65 - 120k 65 - 120k 130 - 180k 130 - 180k 200k+ 200k+
Operational Risk
Business Risk & Assurance 70 - 140k 70 - 140k 150 - 200k 150 - 200k 200k+ 200k+
Operational Risk Management 70 - 140k 70 - 140k 150 - 200k 150 - 200k 200k+ 200k+
Technology Risk 70 - 130k 70 - 130k 130 - 200k 130 - 200k 200k+ 200k+
NB: Figures are basic salaries and exclude employer’s CPF contribution.
HR Information Systems (HRIS)/HR Project Management 90 - 150k 100 - 170k 7 - 12k 7 - 12k
Recruitment/Talent Acquisition
Singapore 163
SINGAPORE
LEGAL
Commodities 70 - 120k 70 - 120k 110 - 180k 110 - 180k 181 - 400k+ 181 - 400k+
Technology Media Telecoms 60 - 100k 60 - 100k 120 - 200k 120 - 200k 181 - 300k+ 181 - 300k+
Contracts Officer/Manager 45 - 80k 45 - 80k 100 - 180k 100 - 180k 151 - 200k+ 151 - 200k+
Manufacturing/Engineering/Oil & Gas 65 - 100k 65 - 100k 90 - 170k 90 - 170k 150 - 250k+ 150 - 250k+
FMCG/Retail 65 - 100k 65 - 100k 100 - 160k 100 - 160k 131 - 220k+ 131 - 220k+
Company Secretary 42 - 75k 42 - 75k 70 - 100k 70 - 100k 101 - 150k+ 101 - 150k+
Global Markets 70 - 130k 70 - 130k 140 - 220k 140 - 220k 200 - 400k+ 200 - 400k+
Investment Banking 70 - 130k 70 - 130k 140 - 220k 140 - 220k 200 - 400k+ 200 - 400k+
Private Banking/Wealth Management 70 - 130k 70 - 130k 140 - 220k 140 - 220k 180 - 380k+ 180 - 380k+
Fund/Asset Management 70 - 90k 70 - 90k 80 - 150k 80 - 150k 120 - 200k+ 120 - 200k+
Corporate/Transaction Banking 65 - 120k 65 - 120k 120 - 200k 120 - 200k 180 - 350k+ 180 - 350k+
Consumer Banking/Insurance 65 - 110k 65 - 110k 100 - 180k 100 - 180k 160 - 300k+ 160 - 300k+
ISDA Negotiator 60 - 80k 60 - 80k 100 - 180k 100 - 180k 160 - 300k+ 160 - 300k+
NB: Figures are basic salaries and exclude employer’s CPF contributions.
Marketing
PR & Communications
Singapore 165
SINGAPORE
SALES & MARKETING
CONSUMER & TECHNICAL HEALTHCARE
Marketing
PR & Communications
Singapore 167
SINGAPORE
SALES & MARKETING
FINANCIAL & PROFESSIONAL SERVICES
Professional Services
Business Support
Singapore 169
SINGAPORE
SUPPLY CHAIN & PROCUREMENT
Customer Service & Logistics Director 150 - 250k 150 - 250k 13 - 18k+ 13 - 18k+
Singapore 171
TAIPEI
TAIWAN
2018 OVERVIEW
After reaching a three-year high growth rate due to improved exports
and recovery in the retail sector in 2018, Taiwan showed signs of more
moderate growth in the second half of the year. In general, the recruitment
market was candidate short, especially for highly skilled professionals with
international working experience and a background in technology.
Renewable energy was a key agenda item in the government’s Green Energy
Industries and Technological Innovation Plan, resulting in a number of international
clean energy companies setting up regional operational headquarters in Taiwan.
This created high demand across several functions for candidates with relevant
industry experience, especially engineering and project management.
2018 also saw buoyant hiring in the healthcare industry, in both traditional areas of
pharmaceuticals and the growing field of biotechnology. While growth of the major
pharmaceutical multinational companies in Taiwan may have slowed due to a maturing
local market, there has still been a net inflow of businesses bringing innovative products
to the market. This, along with the start-up trend gathering pace across the region,
means healthcare has generated one of the highest numbers of vacancies per industry.
Another feature of the year was the increase in demand from local companies
looking to recruit candidates with an international background. At the same
time, we experienced a greater willingness among candidates from overseas
The shortage of talent
companies to work in local businesses due to better career progression.
was further intensified by
companies in Mainland
87%
OF PROFESSIONALS ARE OPEN
China, Singapore, Hong
Kong and other Asian
countries also competing for
experienced talent in Taiwan
TO JOB APPROACH WHEN NOT across most industries.
ACTIVELY LOOKING
48
TOP FOUR FACTORS DETERMINING JOB SATISFACTION
61%
after in 2018, a demand we anticipate
Under the impact of Industry 4.0, there will continue next year and beyond.
is an increased degree of automation
and digitalisation of the supply
chain globally, leading to continued
demand for tech-savvy professionals.
Candidates with a technical background
Of professionals with international in e-commerce and smart machinery
working experience are open to join will continue to be sought after.
local companies
Another key element is the
implementation of the Green Energy
Industries and Technological Innovation
Local companies’ greater focus on Plan, which seeks to boost renewable
international markets has also driven energy development. International wind
demand for sales and marketing turbine manufacturers and installers
professionals. Bilingual candidates with are setting up regional operational
digital skills, an international mindset headquarters in Taiwan, driving demand
and the ability to work in a cross-cultural for local mechanical and maintenance
environment will be highly sought after. engineers as well as logistics and
procurement managers. Candidates
Junior to mid-level professionals
received salary increments of 10-15%
and senior professionals received
more than 15% when changing jobs
in 2018. We expect similar trends in
2019. Hiring managers will struggle
to find qualified sales and marketing
professionals with sufficient technical,
creative and business proficiency.
They are advised to place more
emphasis on promoting internal
talent and implement talent retention
strategies to create better career
opportunities for existing employees.
Taiwan 177
TAIPEI
B ANKING & FINANCIAL SERVICES
AML/Financial Crime 900k - 1.1m 900k - 1.1m 1.4 - 1.8m 1.4 - 1.8m 2.0 - 2.2m 2.0 - 2.2m
Compliance 900k - 1.1m 900k - 1.1m 1.2 - 1.8m 1.2 - 1.8m 2.5 - 4.0m 2.5 - 4.0m
Financial Reporting 450 - 700k 450 - 700k 900k - 1.3m 900k - 1.3m 1.5 - 1.6m 1.5 - 1.6m
Human Resources 550 - 800k 550 - 800k 1.0 - 1.4m 1.0 - 1.4m 1.6 - 2.0m 1.6 - 2.0m
Internal Audit 500 - 650k 500 - 650k 900k - 1.2m 900k - 1.2m 1.5 - 2.2m 1.5 - 2.2m
Legal 600 - 800k 600 - 800k 1.1 - 1.7m 1.1 - 1.7m 2.7m+ 2.7m+
Risk 600 - 850k 600 - 850k 1.0 - 1.4m 1.0 - 1.4m 2.0m+ 2.0m+
Operation/KYC 700 - 750k 700 - 750k 1.1 - 1.2m 1.1 - 1.3m 1.6 - 1.9m+ 1.6 - 2.0m+
Asset Management
Compliance 1.2 - 1.8m 1.2 - 1.9m 1.6 - 2.8m 1.6 - 2.9m 2.8 - 4.0m 2.8 - 4.2m
Internal Audit 1.0 - 1.2m 1.0 - 1.2m 1.2 - 1.9m 1.2 - 2.0m 2.0 - 2.9m 2.0 - 3.0m
Legal 1.1 - 1.7m 1.1 - 1.7m 1.7 - 3.2m 1.7 - 3.2m 3.0 - 4.0m 3.0 - 4.0m
Sales 900k - 1.1m 900k - 1.1m 1.1 - 2.5m 1.1 - 2.5m 2.5 - 3.9m 2.5 - 3.9m
Client Services 700 - 950k 700 - 950k 900k - 1.3m 900k - 1.3m 1.4 - 1.8m 1.4 - 1.9m
HUMAN RESOURCES
ROLE PERMANENT SALARY PER ANNUM TWD ($)
2018 2019
HR Director 3.0 - 4.5m 3.0 - 4.5m
Taiwan 179
TAIPEI
TECHNOLOGY
IT Solution
Software Vendor
Retail Cosmetics
Taiwan 181
TAIPEI
SALES & MARKETING
Internet/Online
Taiwan 183
Thailand
2018 INSIGHT
Companies in Thailand continued to advance their digital
transformations, which saw the demand for digital talent rise
rapidly. Tech talent remained highly sought after, with new
entrants to the tech market intensifying the crunch.
AT LEAST
20%
SALARY RISES EXPECTED FOR JOB
Building and maintaining a
positive employer brand is
also crucial to securing good
candidates.
MOVERS WITH NICHE SKILL SETS
60
TOP FOUR FACTORS DETERMINING JOB SATISFACTION
1 Work-life balance
6.8 2 Remuneration
*All statistics are drawn from Robert Walters industry research done in 2018.
Thailand 185
OVERVIEW
90%
OF PROFESSIONALS FEEL
finance or business analysts rise.
Candidates with international or
regional exposure, people management
skills and strong business acumen
market and existing foreign banks
expanding to business areas such
as private and investment banking.
Local banks are also expanding and
CONFIDENT ABOUT JOB will be highly sought after. undergoing digital transformation.
OPPORTUNITIES IN THEIR Organisations are seeking to hire
OWN SECTOR To recruit the right talent, companies will professionals who can help them
need to highlight internal mobility and
progression opportunities in addition
ACCOUNTING & FINANCE to providing reasonable remuneration
Hiring levels were more conservative packages. Top professionals are often Employees will be expected
this year than in 2017. More pursued by multiple companies and to take on the role of a
companies tended to consider hiring managers should streamline the strategic business partner
internal promotions before turning interview process to ensure they and deliver insights to support
to external candidates. However, secure strong candidates. commercial, operations and
mid-level and senior accounting management teams.
and finance professionals In 2019, salary increments for job
remained in demand. movers will vary depending on skill sets.
186 Robert Walters Salary Survey 2019
implement and execute strategies In 2019, salaries look set to
to establish a digital presence and remain relatively stable. Front-
reduce reliance on physical branches. office candidates with established
networks can expect up to 30%
We expect these trends to remain increments when making a move.
similar in 2019. Banks will continue
to hire professionals to plan and ENGINEERING &
implement digital transformation MANUFACTURING
initiatives, such as the automation of Hiring levels in engineering and
operations and client servicing. Private manufacturing were relatively stable,
banking will also see high levels of with a short-term spike in demand for
hiring activity as banks continue to talent brought about by companies
expand their footprint in the area. setting up new manufacturing facilities.
35
are other factors that would attract robots, the Internet of Things (IoT)
top candidates to join a company. and machine learning. While this did
not have a strong impact on hiring
We encourage companies to keep in 2018, we foresee that project
the interview process streamlined
to secure good candidates. This
applies particularly to banks, which
engineering managers with expertise
in robotisation and automation
will be sought after in 2019.
35%
often conduct four to five rounds
of interviews that span a total of Hiring managers looking for such
approximately three months. A longer talent will need to recognise that the
process tends to create a negative current pool of candidates is limited.
impression, and top talent with multiple We encourage companies hoping Of professionals expect salary
offers may quickly lose interest in the to hire robotisation and automation increments of more than 10% in 2019
position during the three-month wait. experts to instead consider high-
Thailand 187
Engineering and manufacturing development were highly sought
professionals can expect 10-20% after. The shortage of qualified
increments when moving jobs, and candidates saw salaries inflate Local HR teams were
those with expertise in robotisation by 20-30%. Recruitment activity increasingly expected to
and automation can expect 25-35%. also focused heavily on attracting evolve and take on the
passive jobseekers who were not role of business partners
HUMAN RESOURCES actively seeking new positions. to drive organisational
The human resources (HR) market transformation.
was dynamic in 2018. To improve This demand will be maintained
cost-effectiveness and enhance in 2019. Companies will seek HR
efficiencies, companies undertook professionals who are change
initiatives to streamline traditional agents and business partners to top tasks. Companies that promote a
HR functions by digitalising manual management. They will need to have healthy organisational culture, and
processes and offshoring shared strong people management skills, provide career progression and
services. Local HR teams were and have the ability to communicate internal mobility opportunities will
increasingly expected to evolve and with individuals at all levels. Mid- be well-positioned to retain talent.
take on the role of business partners level candidates with international
to drive organisational transformation. experience and a strong command of In 2018, we saw a number of
English will continue to be in demand. jobseekers demand 30% increments
As such, candidates who demonstrate when moving jobs. Employers
strong business acumen and have Skilled HR professionals are seeking who were not able to match this
experience in change management, strategic roles, and will likely shy expectation offered sign-on bonuses
strategic planning, stakeholder away from positions that require them and other incentives to secure desired
management and organisational to take on a number of operational candidates. Given the limited pool of
talent, we believe that employers will be
ready to match jobseeker expectations
to offer competitive remuneration
and incentive packages in 2019.
LEGAL
In 2018, we saw a number of
companies create in-house legal
functions to help drive their growth
and expansion plans, contributing
to a buoyant hiring market.
23%
OF HIRING MANAGERS
hire experienced legal professionals
who could demonstrate independence,
the ability to drive business objectives
and well-rounded expertise in various
INTERVIEW MORE THAN areas such as commercial contracts,
FIVE CANDIDATES labour law, investments, mergers
and acquisitions, compliance and
188 Robert Walters Salary Survey 2019
risk management. Hiring managers B2B
also favoured candidates with a As more companies move their TOP MOTIVATIONS FOR
good command of English and regional hubs to Thailand in a bid CHANGING JOBS:
experience working in both law to cut costs, there was greater
firms and corporate positions. demand for bilingual professionals Career progression
who were culturally sensitive
More organisations will likely create and can handle the complexities
new headcount for in-house legal of international stakeholder Pay rise/better benefits
counsels in 2019, increasing the management in Thailand. At the
demand for legal professionals. same time, we saw the number of
Employers will need to act swiftly mid-level and senior management Improved work-life
and offer competitive salary positions shrink as organisations balance
packages to attract top-calibre divided their departments
talent in the face of competition. into global reporting lines.
The best talent will also want to In the manufacturing sector, Organisations are focusing more on
help support the business, so companies increased their retention efforts, making attractive
hiring managers should highlight investment in smart factory counter-offers to those looking to
opportunities – particularly regional technology, automation mechanics leave, which means companies will
expansion plans – where they and robotics in order to increase need to provide extremely competitive
can be involved in business cost-efficiency. As a result, B2B packages to secure their desired
decisions and planning. salespeople within these industries talent. The interview process should
had to adapt and learn in order not last beyond two to three rounds
In 2018, candidates received 15% to remain competitive. In the to ensure candidates remain engaged
increments on average when moving automotive sector, the presence of and committed, as a long process
between jobs, and this trend is Japanese car manufacturers remains may reflect a slow business pace
expected to continue in 2019. Highly robust, and suppliers and parts and inefficient HR processes.
sought-after candidates with the desired manufacturers continue to seek
skills, qualifications and experience may Japanese-speaking salespeople. We expect both base salaries and
even see increments of up to 30%. incentives for salespeople in the
25
The Eastern Economic Act B2B sector to rise in 2019.
SALES AND MARKETING passed in 2018 is expected to
In 2018, we saw healthy levels of hiring attract further investment, and we
for sales and marketing professionals. believe that the manufacturing,
In particular, we saw an increase in industrial and chemical markets
the need for marketers with both
traditional and digital skills across all
sectors. This is because both B2B and
will continue to expand in 2019.
69%
OF PROFESSIONALS WOULD
CONSIDER A COUNTER-OFFER
AFTER RESIGNING FROM A ROLE
Thailand 191
Companies that express In 2019, companies will be looking to
their willingness to adopt and hire technical leadership. Employers
integrate new technology will seek tech professionals with Employers will seek tech
and provide up-skilling a strong understanding of the professionals with a strong
opportunities for employees overall business to drive business understanding of the overall
will have an edge in attracting objectives. Development leads who business to drive business
and retaining the best talent. have expertise in a variety of niche objectives.
technologies will also be in demand.
Professionals working in Given the inflated cost of technical
traditional supply chain roles can talent, hiring managers are looking
expect to receive increments of for talent to step straight into the job Candidates moving jobs can
15-20% when changing jobs, with minimal need for further training. expect to receive increments of
while those with sought-after above 15%, but should keep in
digital skill sets can expect The market will continue to be mind that companies are starting
increments of up to 30-40%. candidate driven, and hiring to be more conservative with offers
managers will need to showcase in order to remain competitive.
TECHNOLOGY & potential development, training
TRANSFORMATION and progression opportunities
Thailand’s tech sector continued to attract top talent. Clear
to see rapid change in 2018, with onboarding programs will also
new market entrants, both large help ensure high employee
and small, hiring for a diverse engagement and motivation.
range of roles from business
analysis to data development.
68%
Thailand’s competitiveness and
development as a technical hub
within the region. In light of this,
companies are reviewing their OF HIRING MANAGERS CONDUCT
salary policies and looking to attract FEWER THAN THREE ROUNDS OF
Thai nationals residing abroad and INTERVIEWS
foreign talent to fill current gaps.
192 Robert Walters Salary Survey 2019
THAILAND
ACCOUNTING & FINANCE
Finance
Thailand 193
THAILAND
BANKING & FINANCIAL SERVICES
Transaction Banking (Sales) 1.0 - 1.6m 1.0 - 1.6m 1.2 - 2.1m 1.2 - 2.3m 2.2 - 3.3m 2.3 - 3.3m
Transaction Banking (Products) 1.0 - 1.5m 1.0 - 1.5m 1.6 - 2.0m 1.6 - 2.1m 1.9 - 3.4m 2.1 - 3.4m
Relationship Manager (Corporate Banking) 900k - 1.2m 900k - 1.2m 1.2 - 2.8m 1.2 - 2.8m 2.8 - 4.0m 2.8 - 4.0m
Relationship Manager (Financial Institution) 1.0 - 1.3m 1.0 - 1.3m 1.3 - 2.7m 1.3 - 2.7m 2.9 - 4.0m 2.9 - 4.0m
Credit Analyst 600 - 950k 600 - 950k 900k - 1.5m 900k - 1.6m 1.5 - 2.5m 1.6 - 2.6m
Global Market Sales 950k - 1.3m 950k - 1.3m 1.3 - 2.5m 1.3 - 2.5m 2.5 - 3.7m 2.5 - 3.7m
Private Banking 800k - 1.3m 800k - 1.3m 1.3 - 2.6m 1.3 - 2.8m 2.6 - 3.6m 2.8 - 3.6m
Investment Banking 750k - 1.5m 750k - 1.5m 1.6 - 2.9m 1.6 - 2.9m 3.0 - 4.1m 3.0 - 4.1m
Private Equity 1.1 - 1.6m 1.1 - 1.6m 1.4 - 2.8m 1.4 - 2.8m 2.9 - 3.7m 2.9 - 3.9m
Fund Management 850k - 1.3m 850k - 1.3m 1.3 - 1.9m 1.3 - 1.9m 1.9 - 3.3m 1.9 - 3.3m
Research 700k - 1.4m 700k - 1.4m 1.4 - 2.7m 1.4 - 2.7m 2.8 - 4.0m 2.8 - 4.0m
Operations
Trade & Cash Operations 600 - 900k 600 - 900k 1.2 - 1.8m 1.2 - 1.8m 2.1 - 2.9m 2.1 - 2.9m
Treasury Operations 700 - 800k 700 - 800k 1.5 - 2.4m 1.5 - 2.4m 2.5 - 3.6m 2.5 - 3.6m
Securities Operations 750 - 850k 750 - 850k 1.0 - 1.8m 1.0 - 1.8m 2.0 - 2.5m 2.0 - 2.5m
Client Onboarding KYC 650k - 1.2m 650k - 1.2m 1.5 - 2.6m 1.5 - 2.6m 2.2 - 3.0m 2.2 - 3.0m
Corporate Governance
Operational Risk 800k - 1.4m 800k - 1.4m 1.4 - 2.7m 1.4 - 2.7m 2.7 - 4.0m 2.7 - 4.0m
Credit Risk 900k - 1.6m 900k - 1.6m 1.6 - 3.0m 1.6 - 3.0m 3.0 - 4.0m 3.0 - 4.0m
Market Risk 900k - 1.6m 900k - 1.6m 1.6 - 3.0m 1.6 - 3.0m 3.0 - 4.0m 3.0 - 4.0m
Internal Audit 800k - 1.2m 800k - 1.2m 1.2 - 2.7m 1.8 - 2.7m 2.7m+ 2.7m+
Compliance & AML 800k - 1.8m 800k - 1.8m 1.8 - 3.4m 1.8 - 3.4m 3.4m+ 3.4m+
Business Analysis 800k - 1.5m 800k - 1.5m 1.5 - 2.4m 1.5 - 2.4m 2.7 - 3.5m 2.7 - 3.5m
Financial Analysis 700k - 1.0m 700k - 1.2m 1.2 - 2.4m 1.2 - 2.7m 2.7 - 3.5m 2.7 - 3.5m
Accounting 700k - 1.2m 700k - 1.2m 1.2 - 1.5m 1.2 - 2.0m 2.0 - 2.5m 2.0 - 2.5m
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
Actuary 800k - 1.9m 800k - 1.9m 1.9 - 3.8m 1.9 - 3.8m 3.8 - 6.1m 3.8 - 6.1m
Risk Management 700k - 1.6m 700k - 1.6m 1.7 - 3.6m 1.7 - 3.6m 3.6m+ 3.6m+
Underwriting 800k - 1.7m 800k - 1.7m 1.7 - 2.5m 1.7 - 2.5m 2.5 - 3.1m 2.5 - 3.1m
Claims 800k - 1.7m 800k - 1.7m 1.7 - 1.9m 1.7 - 1.9m 1.9 - 3.1m 1.9 - 3.1m
Bancassurance 700k - 1.6m 700k - 1.6m 1.6 - 2.5m 1.6 - 2.5m 2.5 - 3.8m 2.5 - 3.8m
Thailand 195
THAILAND
HUMAN RESOURCES
Organisational Development 1.4 - 2.8m 1.4 - 2.8m 2.8 - 3.8m 2.8 - 3.8m
Compensation & Benefits 1.4 - 2.8m 1.4 - 2.8m 2.8 - 3.8m 2.8 - 3.8m
Business Partner 1.4 - 2.6m 1.4 - 2.6m 2.4 - 3.9m 2.4 - 4.2m
Employee Relations 1.0 - 1.5m 1.0 - 1.5m 1.5 - 2.2m 1.5 - 2.2m
Training & Development 1.0 - 2.0m 1.0 - 2.0m 2.0 - 2.6m 2.0 - 2.6m
HR Operation Service (Shared Services) 1.0 - 1.6m 1.0 - 1.6m 1.6 - 2.6m 1.6 - 2.8m
Organisational Development 1.5 - 2.9m 1.5 - 2.9m 2.8 - 3.8m 2.8 - 3.8m
Compensation & Benefits 1.4 - 2.9m 1.4 - 2.9m 2.8 - 3.8m 2.8 - 3.8m
Training & Development 1.2 - 2.2m 1.2 - 2.2m 2.2 - 3.0m 2.2 - 3.0m
Business Partner 1.4 - 2.8m 1.4 - 2.8m 2.4 - 3.9m 2.4 - 3.9m
HR Operation Service (Shared Services) 1.0 - 2.0m 1.0 - 2.0m 2.0 - 2.6m 2.0 - 2.6m
Employee Relations 1.0 - 1.5m 1.0 - 1.5m 1.5 - 2.2m 1.5 - 2.2m
Thailand 197
THAILAND
SALES & MARKETING
B2B & B2C
Executive Management
Operation
Thailand 199
THAILAND
S ALES & MARKETING
B2B & B2C
Thailand 201
THAILAND
TECHNOLOGY & TRANSFORMATION
Application Development
Tech Sales
Thailand 203
Vietnam
2018 INSIGHT
Vietnam’s manufacturing and engineering sectors continued to
enjoy growth, with new entrants into the market and existing
players expanding their presence in the country. The establishment
of Vietnam’s first major local car maker created numerous jobs in
related businesses such as equipment and part manufacturers.
20%
SALARY RISES EXPECTED FOR:
for professionals with
experience working in
established markets and a
good understanding of local
TECHNOLOGY cultures.
LEGAL & CORPORATE GOVERNANCE
60
GROWTH AREAS DRIVING RECRUITMENT
Manufacturing
6.7 Technology
*All statistics are drawn from Robert Walters industry research done in 2018.
Vietnam 205
OVERVIEW
95%
OF PROFESSIONALS FEEL
across an organisation. Candidates
with less experience were welcome
but had to demonstrate their ability
to provide commercial insights
work and believe in work-life balance.
Companies able to offer these options
will find themselves well-positioned
to secure better-quality talent.
CONFIDENT ABOUT JOB and manage stakeholders.
OPPORTUNITIES IN THEIR In 2019, salaries for accounting
OWN SECTOR We expect these trends to continue and finance professionals look set
in 2019. With businesses looking to remain relatively stable, with
to globalise, companies will seek increments of 15-25% for job movers.
ACCOUNTING & FINANCE talent with international experience.
In 2018, the economic upturn and However, attracting overseas talent
increasing foreign direct investment – both Vietnamese residing outside
drove demand for accounting the country and non-Vietnamese With businesses looking
and finance professionals in the professionals – will be challenging. to globalise, companies
manufacturing, FMCG, building will seek talent with
and construction, and technology Chief financial officers with both international experience.
sectors. In parallel, businesses operational abilities and mergers and
sought to cut costs and streamline acquisitions exposure will also be in
206 Robert Walters Salary Survey 2019
HUMAN RESOURCES to highlight opportunities for
The human resources (HR) market strategic involvement, as top
saw good levels of activity in 2018, HR professionals will be most
with new IT, retail and manufacturing attracted to companies that view
players entering the Vietnam market HR as a business partner.
and creating new HR positions.
We believe that the high demand
Hiring managers are seeking for strong HR leadership talent
candidates with good HR generalist in 2018 will continue in 2019.
knowledge and experience in This will inflate salaries for HR
helping organisations set up professionals, particularly those in
and establish their operations. senior roles such as directors and
Mergers and acquisitions also led senior managers. Job movers can
companies to seek talent with
change management experience.
71
those of the current generation with over five years’ post qualification
of staff. HR teams are expected experience (PQE). Both private
to adapt outdated policies and legal service firms and in-house
initiatives to ensure inclusive and legal teams will find it challenging
71%
healthy corporate cultures. to retain talent, particularly with
legal and compliance professionals
To secure the best talent, hiring typically seeking new positions
managers need to develop a after two to three years in a role.
strong employer value proposition
that showcases the company Depending on their skills, experience
culture, working environment, and the industry, legal and compliance
career progression and training. professionals can expect 20-35% Of professionals expect salary
We encourage employers increments when moving jobs. increments of more than 10% in 2019
Vietnam 207
related to investment, mergers and reactively replacing roles. Hiring
acquisitions, and corporate affairs. managers should also expand
their search to include returning Given the tight labour
Professional accounting and business in-house lawyers with intensive market, we encourage
services firms also sought to expand industry experience, international firms to be more proactive
their legal services and risk advisory exposure, strong leadership and with their recruitment efforts
arms as these units grew steadily stakeholder management skills. instead of reactively
into important revenue-generating replacing roles.
service lines. As such, the demand IN-HOUSE
for lawyers and risk, compliance and In 2018, we witnessed high demand
audit professionals was high in 2018, for senior in-house lawyers with a
and is expected to remain so in 2019. minimum of eight years’ experience management skills and a big-
across various sectors, including picture understanding of investment
Top-tier international firms found it financial services, consumer opportunities and the industry
difficult to hold on to their talent in products and services, technology, risk landscape. Demand for such
2018. To better retain talent in the real estate and manufacturing. individuals will remain high in 2019.
next year, firms need to provide
employees with a clear career Candidates who could offer advice Tighter local regulation and complex
development roadmap, opportunities on strategic business decisions such global social and economic
for training, and regular performance as restructuring, organic expansion, conditions saw some companies in
and package reviews. Given the and mergers and acquisitions were Vietnam set up in-house compliance,
tight labour market, we encourage particularly sought after. Hiring risk and governance functions in
firms to be more proactive with managers also favoured professionals 2018. We believe that this trend
their recruitment efforts instead of with excellent stakeholder will continue across customer-
based businesses in different
sectors, such as food and beverage
(F&B), retail, pharmaceutical,
healthcare, education, banking
and finance, as well as technology,
real estate and investment,
including funds and securities.
We encourage companies
looking to set up or grow their
risk, compliance and audit teams
to expand their search beyond
professionals working in external
service providers, to include
75%
returning overseas Vietnamese
professionals with subject-matter
expertise from mature markets such
OF PROFESSIONALS WOULD as Australia, Europe, the US and
CONSIDER A COUNTER-OFFER the more developed economies in
AFTER RESIGNING FROM A ROLE Asia, including China, Hong Kong,
Japan, Singapore and Taiwan.
SALES & MARKETING looking for candidates with digital
Sales and marketing recruitment expertise along with a growth
was generally positive in 2018, mindset and the ability to adapt to
except within the healthcare and and adopt new technologies across
pharmaceutical sectors, where hiring all levels of seniority. Returning
levels were more conservative. overseas Vietnamese with experience
working in the tech industry abroad
CONSUMER, DIGITAL & TECHNOLOGY will also be highly sought after.
The consumer, digital and technology
sectors saw many new entrants in Companies need to ensure that they
2018, particularly technology start- offer attractive benefits on top of a
ups. Most of these new entrants competitive salary package to secure
sought to hire country representatives high-calibre candidates. Some of the
or managers to help set up their benefits employees seek are flexible
operations within the country.
43
other roles remained stable in 2018. HEALTHCARE industry took up roles in medical
The healthcare and pharmaceutical
In line with companies’ efforts to recruitment market struggled in
streamline traditional sales and 2018, with domestic policies making
marketing functions, employees it challenging for international
were expected to take on more
responsibilities. Directors and
senior managers were expected
exporters to access the market. The
country has introduced initiatives
to build and grow domestic share
43%
not only to plan strategies but also in the pharmaceutical industry to
to take on more hands-on tasks 80% of the market by 2020.
such as executing those strategies
and managing operations. In response, multinational companies
(MNCs) have been more conservative Of hiring managers expect to offer
These trends are likely to continue with their recruitment activities, which salary increments of more than
into 2019. Hiring managers are has impacted hiring demand. They 10% in 2019
Vietnam 209
devices companies, who were positions. Salaries are expected to will find it particularly challenging
unaffected by the domestic policies. We see minimal increases in 2019. to hire, as there is a shortage of
expect this trend to continue in 2019. English-speaking candidates with
INDUSTRIAL the required technical background.
We advise jobseekers to equip The Vietnamese manufacturing
themselves with strong interpersonal industry saw plenty of activity in Given the tight labour market and
skills and hone their English- 2018, as existing companies grew increasing salaries, employers are
language skills. International work their businesses and new foreign looking to keep their teams lean.
experience, either overseas or within and local players, encouraged by Sales and marketing professionals
an MNC environment in Vietnam, recent trade agreements, entered the with strong networks, a good
would also be highly valued. market. There was high demand for understanding of their industries
Technical healthcare candidates with talent across all sectors, including and the ability to provide strategic
experience in medical and regulatory chemical, machinery and equipment, counsel will be highly sought after.
affairs are also sought after. and building and construction.
Companies will need to make swift
Although recruitment activity within As the Vietnamese economy hiring decisions to secure candidates.
the country is conservative, we continues to develop and Other than remuneration, top-calibre
encourage employers to have manufacturing activities move from professionals will be looking for training
strong talent retention strategies China to Vietnam, we forecast and development opportunities
in place to ensure they do not lose that hiring demand will remain and a clear progression pathway.
their top talent. Long-term career high in 2019. Major investment in Hiring managers who address this
development plans, a positive F&B, electronics and automotive during the interview process will
working environment and reasonable manufacturing is expected to drive enjoy a competitive edge. To secure
compensation packages are among labour needs further. Companies the talent they need, companies
the top reasons why Vietnamese in niche industries such as animal should also explore reaching
employees choose to remain in their feed, chemicals and machinery out to talent pools overseas.
32%
OF PROFESSIONALS CITED
CAREER PROGRESSION AS
THEIR TOP REASON FOR
CHANGING JOBS
Finance
Business Support
Vietnam 213
VIETNAM
LEGAL & CORPORATE GOVERNANCE
In-house
Commerce Industries
Sales
Marketing
Digital
Technology/E-commerce
Vietnam 215
VIETNAM
SALES & MARKETING
HEALTHCARE
Sales
Marketing
Technical Healthcare
Sales
Vietnam 217
VIETNAM
SUPPLY CHAIN, PROCUREMENT & LOGISTICS
ENGINEERING
ROLE PERMANENT SALARY PER ANNUM USD ($)
2018 2019
General Manager 80 - 135k 90 - 144k
Development
Vietnam 219
CONTACT US
GREATER CHINA & SOUTH EAST ASIA
MAINLAND CHINA SUZHOU MALAYSIA TAIWAN
Room 1906, Block A
BEIJING Building #58, Suzhou Centre KUALA LUMPUR TAIPEI
Room 1524, 15/F, NCI Tower Suzhou Industrial Park Level 24, Menara 3 Petronas Room F, 10th Floor
12A Jianguomenwai Ave Suzhou 215021 Persiaran KLCC No. 1 Songzhi Road
Chaoyang District Jiangsu Province Kuala Lumpur 50088 Xin-yi District
Beijing 100022 China Malaysia Taipei
China t: +86 512 6873 5888 t: +603 2380 8700 Taiwan
t: + 86 10 8523 3026 t: +886 2 8758 0700
HONG KONG PENANG
SHANGHAI 1-08-3A THAILAND
36th Floor, Tower 2, Jing An HONG KONG Menara IJM Land
Kerry Centre 20th Floor Nexxus Building 1, Lebuh Tunku Kudin 3 BANGKOK
1539 West Nanjing Road 41 Connaught Road Central 11700 Gelugor Q House Lumpini,
Jing An District Central Penang 12th Floor, Unit 1201
Shanghai 200040 Hong Kong t: +604 609 0500 1 South Sathorn Road
China t: +852 2103 5300 Thungmahamek, Sathorn
t: +86 21 5153 5888 PHILIPPINES Bangkok 10120
INDONESIA Thailand
SHENZHEN MANILA t: +66 (0) 2 344 4800
Level 3, Tower 1 JAKARTA 37/F Philamlife Tower
Kerry Plaza World Trade Centre 1 8767 Paseo De Roxas VIETNAM
No.1 Zhong Xin Si Road 11th Floor, Jl. Jend. Makati City 1226
Futian District Sudirman Philippines HO CHI MINH CITY
Shenzhen 518048 Kav. 29-31 t: +63 2 816 4972 Unit 1, Level 9,
China Jakarta The Metropolitan
t: +86 755 3304 0350 12920 SINGAPORE 235 Dong Khoi Street
Indonesia District 1
t: +62 (21) 2965 1500 SINGAPORE Ho Chi Minh City
6 Battery Road Vietnam
22nd Floor t: +84 28 3520 7900
Singapore 049909
t: +65 6228 0200
REST OF WORLD
AUSTRALIA MELBOURNE BELGIUM GHENT
Level 41 WALTERS PEOPLE
ADELAIDE 385 Bourke Street ANTWERP Axxess Business Park -
Melbourne Building C
Level 20 ROBERT WALTERS
VIC 3000
25 Grenfell Street Antwerp Gate 1 Guldensporenpark 25
Australia
Adelaide Uitbreidingstraat 2-8 B-9820 Merelbeke
t: +61 (0) 3 8628 2100
SA 5000 2600 Antwerp Belgium
Australia Belgium t: +32 (0) 9 210 57 40
PARRAMATTA
t: +61 (0) 8 8216 3500 t: +32 (0) 3 202 79 00
Level 6
10 Smith Street GROOT-
BRISBANE Parramatta WALTERS PEOPLE BIJGAARDEN
Level 27 NSW 2150 t: +32 (0) 3 202 79 10 WALTERS PEOPLE
Waterfront Place Australia West End - Building C
1 Eagle Street t: +61 (0) 2 8836 3600 BRUSSELS Noordkustlaan 16c
Brisbane
ROBERT WALTERS B-1702 Groot-Bijgaarden
QLD 4000
Australia
PERTH Avenue Louise 326 Belgium
Level 10 10th Floor t: +32 (0) 2 609 79 00
t: +61 (0) 7 3032 2222
109 St Georges Terrace B-1050 Brussels
Perth
Belgium ZAVENTEM
CHATSWOOD WA 6000
Australia t: +32 (0) 2 511 66 88 WALTERS PEOPLE
Level 15
t: +61 (0) 8 9266 0900 Leuvensesteenweg 555
67 Albert Avenue
WALTERS PEOPLE Entrance 3
Chatswood
Finance B-1930 Zaventem
NSW 2067 SYDNEY
t: +32 (0) 2 542 40 40 Belgium
Australia Level 53
t: +61 (0) 2 8423 1000 Governor Phillip Tower
Business Support Finance
1 Farrer Place
t: +32 (0) 2 627 75 10 t: +32 (0) 2 613 08 00
Sydney
NSW 2000
Australia Business Support
t: +61 (0) 2 8289 3100 t: +32 (0) 2 613 08 88
CONTACT US
REST OF WORLD
BRAZIL FRANCE SAINT-QUENTIN GERMANY
WALTERS PEOPLE
SÃO PAULO LYON 41 avenue du Centre DÜSSELDORF
Rua do Rócio ROBERT WALTERS 5ème étage Koenigsalle 76-78
350, 4º andar 63 quai Charles de Gaulle 78180 Montigny-le- 40212 Düsseldorf
Vila Olímpia 2ème étage Bretonneux Germany
São Paulo 69006 Lyon France t: +49 (0) 211 30180 000
04552-000 France t: +33 1 30 48 21 80
Brazil t: +33 4 72 44 04 18 FRANKFURT
t: +55 (11) 2655 0888 TOULOUSE Main Tower
WALTERS PEOPLE 56 - 58 rue d’Alsace 22nd Floor
CANADA 94 quai Charles de Gaulle Lorraine Neue Mainzer Str 52-58
Rez-de-chaussée 3ème étage 60311 Frankfurt am Main
69006 Lyon 31000 Toulouse Germany
TORONTO
France France t: +49 (0) 69 9203 840 000
145 King Street West
t: +33 4 72 69 77 15 t: +33 6 60 57 82 66
Suite 720
Toronto HAMBURG
ON M5H 1J8
PARIS Neuer Wall 50
ROBERT WALTERS 4. Stock
Canada
25 rue Balzac 20354 Hamburg
t: +1 416 998 9649
2ème étage Germany
75008 Paris t: +49 (0) 40 8221 86 160
CHILE France
t: +33 1 40 67 88 00
SANTIAGO
Avda Isidora Goyenechea WALTERS PEOPLE
2915 piso 3 251 boulevard Pereire
Las Condes 6ème étage
Santiago de Chile 75017 Paris
t: +562 2402 4901 France
t: +33 1 40 76 05 05
IRELAND LUXEMBOURG ROTTERDAM PORTUGAL
ROBERT WALTERS
DUBLIN LUXEMBOURG Millenniumtoren LISBON
Level 3 681, rue de Neudorf Weena 690, 29th floor Av. Liberdade, 110 Lisbon
Custom House Plaza 2 L-2220 Luxembourg 3012 CN Rotterdam 1269-046
IFSC Luxembourg Netherlands Portugal
Dublin 1 t: +352 2647 8585 t: +31 (0) 10 799 8090 t: +351 211 221 971
Ireland
t: +353 (0) 1 633 4111 NETHERLANDS WALTERS PEOPLE SOUTH AFRICA
t: +31 (0) 10 752 7200
JAPAN AMSTERDAM JOHANNESBURG
ROBERT WALTERS NEW ZEALAND 15th Floor
OSAKA WTC, Tower H 3rd Floor GreenPark Corner
Pias Tower 15th Floor Zuidplein 28 AUCKLAND Cnr West Road South and
3-19-3 Toyosaki Kita-ku, 1077 XV Amsterdam Level 9 Lower Road
Osaka-shi Netherlands 22 Fanshawe Street Morningside, Sandton
Auckland
Osaka t: +31 (0) 20 644 4655 Johannesburg
New Zealand
531-0072 2196
t: +64 (0) 9 374 7300
t: +81 (0) 6 4560 3100 WALTERS PEOPLE South Africa
t: +31 (0) 20 796 9040 t: +27 (0) 11 881 2400
WELLINGTON
TOKYO Level 15
Shibuya Minami Tokyu EINDHOVEN SOUTH KOREA
2 Hunter Street
Building 14th Floor ROBERT WALTERS
Wellington
3-12-18 Shibuya, Begijnenhof 4-6 SEOUL
New Zealand
Shibuya-ku 5611 EL Eindhoven 21F, East Center, Center 1
t: +64 (0) 4 471 9700
Tokyo Netherlands Building
150-0002 t: +31 (0) 40 7999 910 26 Eulji-ro 5gil,
t: +81 (0) 3 4570 1500 Jung-gu, Seoul 04539
WALTERS PEOPLE South Korea
t: +31 (0) 40 799 9912 t: +82 (0)2 6454 7000
CONTACT US
REST OF WORLD
SPAIN SWITZERLAND UNITED KINGDOM LIVERPOOL
3rd Floor
BARCELONA GENEVA BIRMINGHAM No.1 Mann Island
ROBERT WALTERS Rue de la Cité 1 9th Floor Liverpool
Passeig de Gràcia nº 55-57 1204 Genève 11 Brindley Place L3 1BP
3ª planta Switzerland Birmingham United Kingdom
08007 Barcelona t: +41(0) 22 561 84 77 B1 2LP t: +44 (0) 113 360 0099
Spain United Kingdom
t: +34 93 216 30 00 ZURICH t: +44 (0) 121 281 5000 LONDON
Claridenstrasse 41 11 Slingsby Place
WALTERS PEOPLE CH-8002 Zurich BRACKNELL St Martin’s Courtyard
t: +34 93 216 30 00 Switzerland The Lightbox London
t: +41(0) 44 809 35 00 Willoughby Road WC2E 9AB
MADRID Bracknell United Kingdom
ROBERT WALTERS UAE RG12 8FB t: +44 (0) 20 7379 3333
Paseo de Recoletos nº 7-9 United Kingdom
6ª planta DUBAI t: +44 (0) 134 423 3280 MANCHESTER
28004 Madrid Unit No. 1008 9th Floor
Spain 10th floor Burj Daman LEEDS 3 Hardman Street
t: +34 91 309 79 88 DIFC The Pinnacle Manchester
Dubai 17th Floor M3 3HF
WALTERS PEOPLE P.O. Box 506851 67 Albion Street United Kingdom
t: +34 91 309 79 88 UAE Leeds t: +44 (0) 161 214 7400
t: +971 4 8180 100 LS1 5AA
United Kingdom
t: +44(0) 113 360 0090
MILTON KEYNES UNITED STATES
Altius House
North Fourth Street LOS ANGELES
Milton Keynes 1925 Century Park E
Buckinghamshire Suite 1700
MK9 1NE Los Angeles
United Kingdom CA 90067
t: +44 (0) 1908 04 4000 USA
t: +1 424 204 8725
ST ALBANS
1st Floor, NEW YORK
4 Beaconsfield Road 7 Times Square
St Albans Suite 4301
AL1 3RD New York
United Kingdom NY 10036
t: +44 (0)1727 617 010 USA
t: +1 212 704 9900
SAN FRANCISCO
575 Market Street
#2950
San Francisco
CA 94105
USA
t: +1 415 549 2000
Robert Walters Group operations worldwide are fully carbon balanced through the
World Land Trust Carbon Balanced Programme and The Woodland Trust.
AUSTRALIA
www.robertwalters.com